These Job Redesign (JR) playbooks guide organisations embarking on job redesign through a structured process and methodology (REVAMP) with recommended actions, illustrations, tools and templates. They also facilitate the creation of a compelling business case that can be presented to the management to build confidence and secure investment for the initiative.

The JR Playbooks offer a series of strategic guides, starting with general HR and expanding into tailored, sector-specific versions, all to be released progressively.

This eLearning course, developed in collaboration with the Singapore Retail Association (SRA), is designed to equip retail employees and leaders with people strategies to thrive in the evolving retail landscape. It covers key topics such as the Retail Landscape, Business Challenges, Designing Learning Roadmaps, Talent Development Plans, and future-proofing the workforce.

This guidebook offers insights and strategies for navigating human capital complexities in the built environment – construction sector:

How Change Management support businesses through transition?
Employee Engagement considers strategies and practices to cultivate a positive and committed workforce
How organisations design career progression pathways to align with organisational needs
Training and development initiatives to build your human capital and its capabilities
How to design and implement Flexible Work Arrangements (FWA)
Policies, laws and regulations to ensure good governance and employees’ safety

This playbook highlights key human capital strategies and solutions adopted by companies as they address the following business challenges:

Attract and retain workers by developing a compelling Employer Value Proposition
Cope with rising business costs by redesigning jobs and tap into new talent pools
Up-skill and re-skill your workers to achieve higher productivity and job satisfaction
Support businesses pivoting into new areas

The IHRP Playbook contains 6 key content packets and a resource library.

This playbook will include resources to support companies when considering and implementing hybrid work arrangement:

What is hybrid work and different hybrid work models
The benefits of hybrid work arrangement
Factors to consider that would best suit the business needs and organizational cultures
Impact of hybrid work on your human capital practices and good practices to transition to the new normal

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This playbook highlights strategies, solutions and best practices in having the right people with the right mindsets, skills and processes to help companies in their Digital Transformation strategies:

What is “Digital Mindset” and how do companies drive a Digital Mindset?
What are the Digital HR Skills of the Future
How to Leverage Technology Across the Employee Lifecycle
How to approach Digital Transformation

The IHRP Playbook contains 5 key content packets.

Industry 4.0 will require companies to review the talent and human capital strategy and polices alongside their businesses.
This playbook looks into 5x Human Capital Plays for business leaders and HR practitioners who maybe facing the following challenges:

How to compete and stay relevant in this VUCA world
How do we attract, retain and build the right capabilities to help us achieve our business goals
How do we optimize manpower and processes to increase productivity and profitability
How do we Manage and Sustain transformation with the support of our employees

The digital transformation of financial institutions of all sizes is key to Singapore’s vision to be a Smart Financial Centre. Small- and medium-sized players can also stay on top of the game by ensuring their people have the relevant skill sets to embrace technology and new ways of working, at all levels of the organisation.
This playbook aims to help small- and medium-sized financial institutions recruit, build and groom talent to excel in a digital workplace. If you own, operate or manage a financial services business with less than 200 staff, this playbook will address the human capital challenges throughout the process of digitalisation, work transformation and culture change.
In developing this playbook, the following key business challenges will be addressed:

Technology Adoption
Workforce Transformation
Growth Acceleration

The Government of Singapore is implementing its Manufacturing 2030 plan to ensure that this sector continues to contribute more than 20% of the economy. As the sector continues to grow, every organisation must build capabilities in R&D, adopt industry 4.0 techniques and institutionalise robust talent strategies.
This handbook is for all manufacturing enterprises, business owners and their human capital practitioners, more specifically the small and medium-sized ones.
This handbook will help organisations to:

Address the Talent Leakage by Attracting and Retaining Talent
Enabling Organisations for Future Readiness through Workforce Transformation

This playbook is designed to give actionable guidance to organisations to support employees’ mental well-being at the workplace. It is an extension of the Tripartite Advisory on Mental Well-being at Workplaces. This playbook was developed after multiple focus group discussions (FGDs) held with Senior and Master HR professionals from various industries over the course of four months. The playbook includes initiatives that have been successfully rolled out in organisations in various sectors. Employers can refer to the Tripartite Advisory on Mental Well-being at Workplaces for recommendations to support their employees.

Separately, this playbook is also accommodated by a series of related booklets:

How to create safe spaces for conversations
How to encourage self-care
How to set up a peer support system
What digital mental health tools to help employees

Due to an increasing pace of transformation, talent shortage, and a widening skills gap due to shortening half-life of skills, organisation need to be agile and adaptable.
The Handbook provides practical solutions for organizations in their efforts to attract, assess, hire and retain talent with the right skills for the job based on their skills and competencies. The handbook emphasizes the importance of skills-based hiring practices over traditional qualifications and provides actionable steps for implementation.