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Job Rotation

Job Rotation



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Published by Darshhbms

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Published by: Darshhbms on Aug 03, 2009
Copyright:Attribution Non-commercial


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Job Rotation
Job rotation
is an approach to management developmentwhere an individual is moved through ascheduleof assignments designed to give him or her a breadth of exposure to the entire operation.Job rotation is also practiced to allow qualifiedemployees to gain more insights into the  processes of acompany,and to reduce boredom and increase job satisfaction through job variation.The term job rotation can also mean the scheduled exchange of persons in offices,especially in public offices, prior to the end of incumbency or thelegislativeperiod. This has been practiced by theGerman green party for some time but has been discontinued. At the senior management levels, job rotation - frequently referred to as managementrotation, is tightly linked withsuccession planning - developing a pool of people capable of stepping into an existing job. Here the goal is to provide learning experiences whichfacilitate changes in thinking and perspective equivalent to the "horizon" of the level of the succession planning.For lower management levels job rotation has normally one of two purposes: promotability or skill enhancement.In many cases senior managers seem unwilling to risk instability in their units by movingqualified people from jobs where the lower level manager is being successful andreflecting positively on the actions of the senior manager.Many military forces use the job rotation strategy to allow the soldiers to develop a wider range of experiences, and an exposure to the different jobs of an occupation.Whilst there is relatively little research undertaken in this area a prospectiveemancipatory action research study has been on-going in north west London healthservices for several years, the research papers can be found on - www.nurserotation.com.The work has been undertaken by Patrick Coyne, Dr. Ricky Lucock, Prof. Buchan andJane Ball, with the local health communities. A meta-evaluation of the research and thedevelopment of a global model of job rotation is being completed at this point by Patrick Coyne.
For the executive, job rotation takes on different perspectives. The executive is usually notsimply going to another department. In some vertically integrated organizations, for example,where the supplier is actually part of same organization or subsidiary, job rotation might be tothe supplier to see how the business operates from the supplier point of view. Learning howthe organization is perceived from the outside broadens the executive’s outlook on the processof the organization. Or the rotation might be to a foreign office to provide a globalperspective.For managers being developed for executive roles, rotation to different functions in thecompany is regular carried out.This approach allows the manger to operate in diverse roles and understand the different issuesthat crop up. If someone is to be a corporate leader, they must have this type of training. Arecent study indicated that the single most significant factor that leads to leader’s achievementwas the variety of experiences in different departments, business units, cities, and countries.An organized and helpful way to develop talent for the management or executive level of theorganization is job rotation. It is the process of preparing employees at a lower level to replacesomeone at the next higher level. It is generally done for the designations that are crucial forthe effective and efficient functioning of the organization.
Benefits of Job Rotation
Some of the major benefits of job rotation are:
It provides the employees with opportunities to broaden the horizon of knowledge,skills, and abilities by working in different departments, business units, functions, andcountries
Identification of Knowledge, skills, and attitudes (KSAs) required
It determines the areas where improvement is required
Assessment of the employees who have the potential and caliber for filling the position
Importance of job rotation
Job rotation is the surest way of keeping the employee away fromcomplacency and boredom of routine. It is difficult for an employee tosustain his interest in a given job for any substantial length of time ashumans have the tendency of outgrowing their jobs through thelearning and experience that they gain over a period of time.Stimulating human mind through diversity of challenges is a sure wayto bring to forefront its creative instincts and in taking the individualand organizational performance to a higher plane. This is where jobrotation can prove to be a handy tool.
Potential of job rotation
A well planned job rotation programme in an organization has immensepotential of positive impact on job satisfaction, engagement of peopleand finally on retention of people. Few of the outcomes of job rotationwith respect to the individual are:
Job enrichment
Overall development
Intrinsic motivation to perform caused by newer challenges
Career developmentWhere as for an organization, the benefits could include some or all of the following:
Leadership development
Aligning competencies with organizational requirements
Lower attrition rates
Performance improvement driven by unique view points of newpeople
The ritual of job rotation
Today, in the industry, job rotation is viewed “as just another transfer” rather than asan important tool for implementing HR strategy of the company. Job rotation hasbecome a ritual at best, with out any focus on the outcomes that can be achievedthrough a little planning and implementation effort. Today, job rotation is a means of punishing poor performers, settling scores arising from organizational politics, orgoing through percentage rotation scheme, where a certain percentage of employeesin a certain area are shifted to pre-designated areas every year.
Realizing the potential of job rotation
In order to realize the true potential of job rotation, there must be a planned systemin place with the policy taking into account,
Organizational interest employee commitment, attrition rates, specificbusiness issues etc.
Eligibility of the employees qualification, prior experience, aptitude,competence etc.
nature – mandatory or voluntary
Basis of selection etc.In the absence of aspects brought out above, there is every possibility that theseriousness with which the job rotation scheme is implemented in the company mayget diluted and become a cause of sagging employee motivation.
Job rotations at different levels of management

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