To address challenges such as technological advancements, talent crunch and sustainability demands, Institute for Human Resource Professionals (IHRP) launches a new Job Redesign Guidebook for the Construction Sector with a structured six-step REVAMP framework to help companies redesign job roles effectively. The guidebook serves as a self-help resource, with practical tools to transform, optimise workforce and redesign job roles to create quality jobs, build stronger talent pipelines, which may lead to improved productivity and cost savings.

26 November 2024 – The Institute for Human Resource Professionals (IHRP) announced the launch of the Job Redesign Guidebook for Construction Sector at the Singapore Contractors Association Ltd (SCAL) HR Forum. The guidebook is part of a rollout of key resources by the Job Redesign Centre of Excellence (JRCoE), developed in collaboration with the Building and Construction Authority (BCA), Singapore Contractors Association Ltd (SCAL) and Workforce Singapore (WSG).

The construction sector’s rapid transformation post-pandemic has brought the need for job redesign to the forefront. As technology adoption accelerates with tools like data management, Building Information Modelling (BIM), and spatial software, traditional job roles must evolve to meet new productivity demands.

Moreover, competition for younger, highly skilled talent against competing sectors adds pressure for companies to attract, manage, and engage their workforce differently. Companies must also evolve their talent strategies and prepare for sustainability and new job roles related to carbon footprint reduction.

Job scopes will increasingly shift towards higher-order tasks, requiring skills in leadership, digital fluency and communication – making job redesign a critical strategy for staying competitive.

Rethinking Roles To Ease Construction Sector’s Talent Conundrum

Rethinking talent and work models have become mission-critical for businesses as they navigate uncertainties in the future of work. The guidebook explores into how Job Redesign can address key business challenges in the Construction sector through:

• Improving Productivity and Cost Savings: As organisations work on initiatives to drive productivity, implementing job redesign will help to drive this change by understanding how existing jobs need to shift to achieve better productivity and reduce business costs.

• Enhancing Workforce Skills: Embarking on job redesign to identify aspects of a role that require upskilling or reskilling, with investment in relevant training programmes.

• Shifting to Sustainable Practices: The growing emphasis on sustainability and the carbon footprint of construction and facilities operations will drive the need for companies to review work tasks and process to incorporate relevant skills and emerging job roles such as Sustainability Solutions Architect and Solar Engineer.
• Supporting Career Health: Job redesign offers ample opportunities for jobs enhancement and enrichment, leading to possible career progression, aligned with employees’ career aspirations. With a motivated and engaged workforce, businesses are able to better attract and retain their talents.

A leading player in the local construction sector, Lih Ming Construction has implemented a job redesign initiative for the role of Site Supervisor to address several operational challenges faced by the company, including inconsistent productivity levels and escalating overtime costs. By reimagining and redesigning the role, the company has established a more efficient, data-driven approach to project management.

The job redesign programme focused on four key competency areas of enterprise system utilisation for resource planning; advanced project management capabilities; leadership and performance management skills; and enhanced communication. To obtain buy-in from the supervisors, Lih Ming adopted a methodical approach to process redesign, ensuring that each supervisor received targeted training and support based on their individual development needs.

By establishing clear performance benchmarks, Lih Ming has optimised productivity levels through establishing a standardised key performance indicator (KPI), where a six-person team can now lay 24-36 metres of larger diameter pipes daily with just two hours of overtime. This operational improvement is projected to generate annual savings of S$400,000 to S$500,000 in overtime expenses.

Mr. Aslam Sardar, Chief Executive Officer, IHRP, said: “The JR Guidebook for Construction Sector is a useful resource based on a six-step Job Redesign REVAMP framework. By strategically redesigning roles, companies can unlock the value of their human capital and align their workforce with evolving business strategies. This process not only enhances operational efficiency but also positions them for sustainable success in a competitive market. This guidebook serves as a crucial roadmap, enabling HR and Business leaders to articulate and manage changes, resulting in smoother business transformation, increased productivity, and a more engaged workforce. Ultimately, embracing job redesign will give companies in the construction sector a significant edge in adapting to industry shifts and capitalising on new opportunities for expansion and innovation.”

Mr. Jacob Wong, Chairman, Manpower & Policy Committee (SCAL) shared: “SCAL is committed to driving workforce transformation within the construction industry, and the launch of the Job Redesign Guidebook by IHRP marks a significant milestone in this journey. By leveraging this structured framework, companies can effectively redesign job roles to align with new business models and technologies, creating meaningful opportunities for our workforce. This guidebook equips our members with practical tools to optimise talent, improve productivity, and strengthen the industry’s resilience amid evolving challenges. SCAL is proud to support initiatives that empower businesses and workers to thrive together in the future of construction.”

For the full guidebook, please visit https://bit.ly/IHRPjrCS.

About the Institute for Human Resource Professionals

The Institute for Human Resource Professionals (IHRP) is set up by the tripartite partners: the Ministry of Manpower (MOM), the National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF) to professionalise and strengthen the HR practice in Singapore.

IHRP sets the benchmark standards of excellence for HR and human capital development in organisations. Through a range of national human capital programmes such as the IHRP Certification, Human Capital Diagnostic Tool (HCDT) and IHRP Knowledge Partner Programme and appointed as the Job Redesign Centre of Excellence (JRCoE), IHRP aims to develop HR as a strategic enabler of business and workforce transformation and foster a vibrant HR services eco-system to drive innovation and change. For more information, please visit ihrp.sg

About the Job Redesign Centre of Excellence

The Job Redesign Centre of Excellence (JRCoE) is the Institute for Human Resource Professionals’ one-stop centre to equip enterprises with the capability to undertake business and workforce transformation through job redesign.

In collaboration with Workforce Singapore (WSG), JRCoE enables enterprises through job redesign, and uplift the workforce by creating higher-value jobs. By reshaping roles and rethinking productivity, job redesign unlocks a world of growth and opportunities. Visit https://www.ihrp.sg/jrcoe/ for more information

Media Contact

Ashley Ng

Assistant Manager, Marketing and Partnership Development

Ashley.ng@ihrp.sg