2 min read | Early Childhood
Shaws Preschool recognised that transforming the roles of their employees to attract and retain talent was essential for growth. To do so, they needed a strategic approach to make roles more attractive, with clear development pathways to establish a sustainable talent pipeline.
Challenge
Traditional role structures were limiting Shaws’ organisational growth potential. Beyond talent attraction challenges, Shaws Preschool faced fragmented succession planning between new and Senior Teachers, and inefficient work distribution.
Traditional role structures were limiting Shaws’ organisational growth potential. Beyond talent attraction challenges, Shaws Preschool faced fragmented succession planning between new and Senior Teachers, and inefficient work distribution.
Solution
Shaws Preschool embarked on a job redesign project to address these issues.
Shaws Preschool embarked on a job redesign project to address these issues.
The Senior Preschool Teacher role was redesigned to include formal mentorship responsibilities, creating structured learning support for new teachers and ensuring organised knowledge transfer. The enriched role also presented a career pathway for teachers to progress into Teacher Mentors.
Simultaneously, the HR Manager role was expanded to include leadership development functions, shifting from administrative support to actively fostering a learning culture that keeps the workforce future-ready. "My job role has changed to provide leadership training to strengthen our team. My work now goes beyond HR management and gives me room to grow,” says Ms Namitha, HR Manager cum Leadership Development Facilitator.
The redesign process integrated value-added responsibilities while removing low-priority tasks, ensuring that the redesigned roles remain manageable and focused on higher-impact activities.
Impact
The job redesign delivered clear organisational benefits:
The job redesign delivered clear organisational benefits:
- Greater clarity in capability building and development plans
- Visible growth opportunities, progression tracks and commitment to team development improved both job attractiveness and employee satisfaction
- Optimised resource management through reconfiguration of responsibilities
Ms Charlene Yow, Senior Preschool Teacher cum Teacher Mentor, said, "The revised mentoring process has strengthened my role as a Senior Teacher and Mentor, and enabled me to nurture new teachers."
Director Liane Shaw emphasised the strategic impact: "The job redesign project was very beneficial. It has paved the groundwork to support Shaw's future growth plans for our business and our people."
