job rotation

meaning

Job rotation refers to a management tool in which an individual, usually a trainee, is taken from one department to another over a period of years. This allows the individual to train on different aspects of the job.

Introduction

Job rotation involves an employee changing positions within the same organization and eventually returning to the original position

Job rotation is the best way to keep the employees away from boredom

Job rotation helps trainees to apply their:

- knowledge

- abilities

- Interests

DefinitionDefinition: A job design technique in which : A job design technique in which

employees are moved between two employees are moved between two or more jobs in a planned manneror more jobs in a planned manner

Job rotation is a management Job rotation is a management technique that assigns trainees to technique that assigns trainees to various jobs and departments over various jobs and departments over a period of few yearsa period of few years

Task rotation

It takes place in jobs that involve a high degree of physical demands on the body or extremely tedious job

Employees are periodically removed from these mentally stressful or physically demanding tasks to a less demanding task for a while to give them a break.

Eg; A spot welder on a production line working 10 hrs. shift for 4days a week is shifted to the maintenance or tool shop

Process rotationIt is the process of laterally moving an employee to different

geographical location

The purpose behind this type of rotation is to personally professionally developing the employee by exposing her to new knowledge, skills and perspectives.

Eg; a junior executive at a multinational consulting firm sent as the company's advance executive training program to different geographical location

Job rotation in constructing agencyJob rotation in constructing agency

Objectives

1.1. Reducing Monotony of the jobReducing Monotony of the job

2.2. Succession PlanningSuccession Planning

3.3. Creating right-Employee Job FitCreating right-Employee Job Fit

4.4. Exposing Workers to All Verticals of the Exposing Workers to All Verticals of the CompanyCompany

5.5. Testing Employee Skills and CompetenciesTesting Employee Skills and Competencies

6.6. Developing a Wider Range of Work Developing a Wider Range of Work ExperienceExperience

Individual Learning Strategies

1.1. To broaden an individual's knowledge of other To broaden an individual's knowledge of other functions and departmentsfunctions and departments

2.2. To prepare an individual for career To prepare an individual for career advancementadvancement

3.3. To motivate and challenge an individualTo motivate and challenge an individual

4.4. To cross-train members of a team.To cross-train members of a team.

5.5. To maximize an individual's exposure to To maximize an individual's exposure to customerscustomers

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Advantages

1)1) Provides an opportunity to broaden one’s knowledgeProvides an opportunity to broaden one’s knowledge

2)2) Avoiding fraudulent practiceAvoiding fraudulent practice

3)3) Increases Satisfaction and Decreases Attrition RateIncreases Satisfaction and Decreases Attrition Rate

4)4) Helps Individuals Explore Their InterestsHelps Individuals Explore Their Interests

5)5) Helps Managers Explore the Hidden TalentHelps Managers Explore the Hidden Talent

Advantages

6) Identifies Knowledge, Skills and Attitudes6) Identifies Knowledge, Skills and Attitudes

7)Helps Align Competencies with Requirements7)Helps Align Competencies with Requirements

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Disadvantage

1.1. Reduces uniformity in qualityReduces uniformity in quality

2.2. Frequent interruptionFrequent interruption

3.3. Misunderstanding with the union Misunderstanding with the union membermember

4.4. Staff members have fear of Staff members have fear of performing different tasks performing different tasks effectivelyeffectively

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Potential Barriers to Job Rotation

1. Not all jobs and departments are a good fit for job rotation

2. Short-term productivity losses and product quality issues

3. Workers not qualified for some jobs due to restrictions or ability

4. Union or other workplace policies related to job bidding and compensation

5. Supervisors are not convinced that the benefits are worth the perceived costs

Keys to Successful Job Rotation

1. Job Rotation must start with an end goal

2. Employees are able to assess whether the job rotation is achieving the goals

3. Both the employee and the organization need to benefit from the job rotation

4. A mentor/trainer is provided at each step of the job rotation plan

5. Written documentation

6. Job rotation must be carefully planned

• The officers at high post gets changed after every 3 years e.g. asst. manager ,manager etc.

• The flexibility and consideration is given to those employees who have Physical difficulty for such employee there is no Job Rotation

Process of job rotation

1) Plan everything in advance.

2) The employees going in for job rotation should be mentally and physically prepared or otherwise they will not work in newer condition.

3) Check the performance as well as qualification of worker so that the new environment suits him.

Continue

1) Non performers or poor and constant performers should be given extensive training before considered for job rotation.

2) Employees should be given training from time to time so that they can give good performance and the real purpose is fulfilled.

3) Employees should possess knowledge, skills and right attitude

Conclusion1. Job rotation is not just another transfer in the industry

today

2. Job rotation strategy required focus on the outcome

3. It can be used to settle scores which arises from organizational politics

4. It can also be used as a good tool to bring fresh ideas and infuse new energy into the existing roles and functions

ANY QUESTION ANY QUESTION