Job Redesign Software for Workforce Transformation

Analyse work, redesign roles, define requirements, assess readiness, and support workforce capability development

Move beyond static job descriptions by connecting redesigned roles to capability requirements, assessment, gap analysis, and development.

Work is changing faster than traditional role definitions.

Many organisations still rely on spreadsheets, PDFs, workshops, or disconnected frameworks to redesign jobs. While these may support planning discussions, they often make it difficult to:

•    compare current roles with proposed future-state work
•    identify how responsibilities shift across jobs
•    manage multiple draft versions
•    involve stakeholders in structured review
•    connect redesigned roles to capability requirements
•    assess workforce readiness after redesign
•   support learning and development following change

Job redesign becomes more sustainable when supported by a structured platform rather than static documentation.

Centranum supports a structured lifecycle for redesigning roles and connecting them to workforce capability outcomes.

Create the framework needed to support redesign.

Supports:

• job families
• organisational groupings
• departments
• accountability categories
• role grouping within the job directory
• optional framework-aligned structures

This creates a consistent structure before role capture begins.

Start from Current Role Data

• existing job descriptions, uploaded role information, framework reference roles, newly created roles
• analysis of current work activities

For larger projects, role information can be uploaded using structured templates.

This allows organisations to move quickly from unstructured role documentation into a structured redesign environment.

A key challenge in job redesign is understanding:

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

Centranum’s structured role and task data enables 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.

Role Redesign Workbench

The workbench provides a controlled environment for reviewing and redesigning roles.

Supports:

• side-by-side comparison of current, framework, and draft roles
• copy-based redesign workflow
• preservation of source versions during redesign
• selective refinement of accountabilities and tasks
• AI assisted search across role libraries
• optional admin-assisted AI drafting for new roles
• iterative process of draft creation
• stakeholder review and validation

Users can compare role versions while building a future-state design.

Supports Iterative Role Design

Redesign work can move through multiple draft and review cycles while maintaining governance and visibility of change.

Stakeholders can create their own draft copies for review.

Supports:

• manager review
• SME feedback
• highlighted changes
• draft comparison
• controlled governance

Dynamic forms can pull accountabilities directly from the role being reviewed. Enables;

• structured validation
• workload review
• missing responsibility identification
• broader stakeholder feedback
• future-state alignment

Assess whether individuals meet the formal requirements attached to the role.

• education and qualifications
• certifications and licences
• training completion
• work experience
• work authorisations
• memberships or registrations
• compliance requirements

This helps confirm whether employees meet the baseline requirements to perform the role.

Assess how effectively individuals demonstrate the required competencies within the role.

• behavioural, core and technical competencies
• proficiency levels
• self, manager, expert, or multi-rater assessment
• evidence-based evaluation
• observable performance indicators
• readiness against future-state expectations

This helps organisations understand capability beyond qualifications alone.

Identify workforce capability gaps following redesign.

Supports:

• individual gap analysis
• team-level gap analysis
• workforce readiness reporting
• comparison between required and current capability
• prioritisation of development needs

Gap analysis provides visibility into where development is required.

Once redesigned roles, requirements, and gaps are identified, organisations can support targeted workforce development. Centranum connects redesigned roles to development pathways aligned with capability and competency requirements.

Training Identification and Recommendations

• development recommendations linked to identified gaps
• role-based learning priorities
• capability and competency development plans
• framework linked learning options where relevant
• links to internal learning resources and those of subscribed learning providers

For organisations with an existing LMS, Centranum can integrate learning resources to enable training recommendations including;

• Course catalogue synchronization
• Links of learning resources to competency framework
• Display of relevant resources to meet capability or competency gaps
• Alignment between redesigned roles and learning pathways

For organisations without an LMS, Centranum can support learning administration directly with;

• training catalogue and calendar
• enrolments and approvals
• e-learning and hybrid course delivery
• integration with subscribed on lien learning providers
• completion monitoring and reporting

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

Define and maintain structured competency frameworks to support evolving role requirements.  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. This supports both detailed role-level input and broader validation across the organisation.

Manage capture of capability information and competency assessments, enabling a clear view of gaps and trends by individual, team and across the organization.  The foundation for development planning and targeted learning investment.

Define and maintain targeted development objectives, learning pathways and programmes to fill gaps and develop new competencies for the future. Enables organisations to track develop initiatives and progress.

Learning and development can be linked directly to capability and competency frameworks,  so organisations can recommend training based on identified gaps, evolving role requirements, and future workforce needs. Centranum synchronises with existing LMS catalogues and completion data, or can provide training administration and resource delivery directly for organisations without an LMS, supporting real-time visibility of workforce capability.

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.
Assessment & Analytics – Managing assessments and reports on capability/competency levels, gaps and trends.
Workforce Development Planning – creating managing and tracking individual and team development initiatives.
Competency Based Learning & Development – manage, deliver and track capability and competency linked learning.
AI and Job Redesign –  How AI is changing tasks, roles, and capability requirements.