Top Banner

Click here to load reader


Nov 02, 2014



  • 1. SWOT analysis of jobrotation University of Helsinki Palmenia Centre for research and continuing education Marju-Riitta Ilmonen

2. Strengths From the companys point of view

  • Works like tailored training for the company
  • Works as recruitment training
  • Available even when facing lay-offs or dismissals, as a way of retaining employees loyalty andtraining a new labour reserve

3. Strengths From the companys point of view

  • Inexpensive, even for the public sector
  • Allows personnel training to take place without disruptions of production/working routines
  • People already in work can be trained at the same time

4. Strengths From the companys point of view

  • Improves corporate image
  • Boosts cooperation and networking between organizations

5. Strengths From the employees point of view

  • Promotes career advancement and jobrotation
  • Makes it possible tostudy, usually on a full salary
  • Encourages employees to take training and further their own vocational development

6. Strengths From the employees point of view

  • Combines theory and practical training
  • Facilitates the transfer of vocational skills from one generation to the next at work

7. Strengths From the point of view ofthe unemployed jobseeker

  • Gives both new employees and employers a chance to get to know each other
  • Combines theory and practical training
  • Provides induction to a future workplace and its traditions

8. Strengths From the point of view ofthe unemployed jobseeker

  • Supports continuous learning
  • Gives motivation to study, as there is a good chance of finding work afterwards

9. Weaknessess Funding

  • Funding systems rigid due to EU bureaucracy, competitive tendering requirements and slow application processess
  • Funding hard to obtain
  • Management complicated

10. Weaknessess Recruitment

  • Suitable candidates are hard to find for training as replacements
  • Entrepreneurs have busy scheludes, so cooperation and providing for training/ recruitment needs is often difficult or impossible
  • Implementation of jobrotation is slow

11. Weaknessess Cooperation

  • Cooperation between the different parties involved is difficult
  • Difficult to arrange tailored training for small companies
  • Small companies are not always willing to network
  • Small companies do not always have a training and development plan

12. Opportunities From the companys point of view

  • Provides a flexible staff training system through which vocational skills and tacit knowledge is transferred to younger workers
  • Can create a well-trained and experienced reserve of labour for companies
  • Boosts companies` competitivenes

13. Opportunities From the companys point of view

  • Supports corporate training structures
  • Works as part of the corporate development process
  • Enables small companies and microenterprices to update their vocational skills
  • Promotes networking between small companies

14. Opportunities From the companys point of view

  • Facilitates generation change in company management
  • Workplace health promotion activities can be linked with jobrotation

15. Opportunities From the employee`s point of view

  • Supports rotation of work and duties
  • Promotes career advancement
  • Improves motivation
  • Promotes wellbeing at work

16. Opportunities From the employee`s point of view

  • Acts as a component of or support for apprenticeship training
  • Can be combined with job-sharing models
  • Supports lifelong learning

17. Opportunities From the point of view of the unemployed jobseeker

  • Gives an opportunity to find work
  • Gives an opportunity to train for future work
  • Supports studies for vocational qualifications/ part qualifications
  • Supports lifelong learning

18. Threats Practical training

  • Companies accept trainee labour but provide no support for vocational development or corporate development
  • Issues of responsibility remain unclear concerning practical training (responsibility for productivity versus time for actual learning on the job)

19. Threats Practical training

  • Practical training periods sometimes too long: practical training felt to be working for free
  • Induction is often neglected due to lack of time

20. Threats Ccoperation

  • Meaning of jobrotation unclear to trade unions and may meet with resistance
  • Entrepreneurs and training organizations do not speak the same language
  • Jobrotation project managers may not have business experience

21. Threats Ccoperation

  • Conpanies reluctant to or cannot find the time to commit due to the bureaucracy involved
  • Only large or medium-sized companies use jobrotation
  • Good practices and experiences of jobrotation fail to be passed on

22. Threats Funding

  • Jobrotation only works as separate projects with specific project funding

23. Threats Finding work

  • Following jobrotation training unemployed jobseekers are placed on very short fixed-term contracts and are exluded from the benefits and security of a longer employment contract