Supporting Job Redesign

Analyse how work is performed, engage stakeholders, and define roles in a structured way.

Centranum provides a structured platform to support job redesign by enabling organisations to define roles, analyse task changes, and map capability requirements in a consistent way.

It supports both general job redesign initiatives and AI-related workforce change, including stakeholder review and validation of proposed changes.

• Define role structures
• Map responsibilities and tasks
• Analyse where activities currently sit across roles
• Identify roles impacted by change
• Review workloads by highlighting the number and distribution of responsibilities and tasks across roles.
• Re-define roles in draft
• Specify updated capability and competency requirements
• Capture stakeholder input and validate proposed changes

A key challenge in job redesign is understanding:

• where activities are currently performed
• which roles are involved
• where gaps or overlaps exist

Centranum supports this through structured role and task data, enabling organisations to:

• search for activities across roles (e.g. by keyword in responsibilities or tasks)
• identify which roles currently perform those activities
• highlight gaps where activities are not clearly assigned
• identify tasks that may no longer be required
• determine which roles are impacted by operational or technology change

This provides a practical way to analyse the impact of redesign decisions before redefining roles.

Job redesign typically involves input from multiple stakeholders, including managers, subject matter experts, and operational teams.

Centranum supports this by enabling organisations to:

• share role definitions and proposed changes
• collect structured feedback
• gather input on responsibilities, tasks, capability and competency requirements
• validate proposed role changes before finalising.

This helps ensure that redesigned roles are practical, accurate, and aligned with how work is performed , now and as change is implemented.

1. Define current roles –  Capture responsibilities and tasks. Bulk upload this data using excel templates
2. Analyse existing activities –  Search across roles using keywords to identify where work sits.  Highlight activities that overlap or are duplicated across roles.  Identify gaps – important activities missing from current roles.
3. Review roles in light of changes – identify roles affected by obsolete activities.  Check whether new activities required by change are in any roles – or largely missing.  Analyse workloads.
4. Redefine roles & Map capability requirements – Create drafts with updated responsibilities and task scope to meet changes for efficiencies, obsolescence and to meet new demands., Identify any educational, training, professional license and membership, certification and experience requirements. Identify the competencies (knowledge and skills)  needed to deliver on the redesigned role.
5. Engage stakeholders – share the view of  proposed changes and collect structured feedback, suggestions and validation.
6. Finalise role redesign – produce final versions for approval and documented sign off.

Centranum is used to:

• identify which roles currently perform affected tasks
• analyse how those tasks will change
• gather input from stakeholders on new ways of working
• redefine roles to reflect new work structures
• identify new capability requirements

• increased emphasis on judgment and decision-making
• oversight of automated outputs
• data interpretation and validation
• problem-solving in non-routine situations
• adaptability and continuous learning

Centranum supports job redesign through a combination of role definition, analysis, capability mapping, and stakeholder input.

Define and manage structured role profiles, including responsibilities, tasks, and capability requirements. Supports:

• structured definition of roles, responsibilities, tasks, and capability requirements
• search and analysis of responsibilities and tasks across roles (e.g. keyword search)
• identification of where work sits, impacted roles, and workload distribution
• stakeholder input through role variations, comments, and suggested updates within the role structure

This provides the core foundation for analysing and redefining roles during job redesign.

Define and maintain structured competency frameworks to support evolving role requirements.  Supports:

• different competency types (e.g. technical, functional, behavioural, leadership)
• structured competency definitions with indicators
• proficiency levels and rating scales
• flexible requirement models (e.g. required levels or role-based expectations)
• mapping competencies to roles, job families, leadership tiers, or core frameworks

This enables organisations to reflect changing capability requirements as roles are redesigned.

Collect structured input from stakeholders to support job redesign and validate proposed changes. Supports:

• creation of configurable forms for different use cases (e.g. role review, task validation, capability input)
• self-service or assigned respondents across roles, teams, or stakeholder groups
• targeted input on responsibilities, tasks, and capability requirements
• aggregation of responses to identify common themes and areas of alignment or variation

This supports both detailed role-level input and broader validation across the organisation.

Use these Centranum platform functions to support;

• job redesign and transformation programs
• AI and digital transformation initiatives
• workforce restructuring
• capability and skills framework development

Job & Capability Architecture –  Structuring roles, responsibilities, and capability requirements.
Competency Management –  Defining and maintaining competency frameworks linked to roles.
Operational Skills Management –  Managing task-based roles and responsibilities in operational environments.
AI and Job Redesign –  How AI is changing tasks, roles, and capability requirements.