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Job Rotation

Job Rotation

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Published by sunil

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Published by: sunil on Oct 12, 2008
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06/02/2013

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ASTUDYONJOB ROTATION
SUBMITED BY:-RAKESH KUMAR MAHARSHIROLL NO.-7NBMM064
INTRODUCTION& COMPANY PROFILE
 
Step 1 – Design
Step 2 – Fabrication
Step 3 – Profiles
Step 4 – solutions
Step 5 – Project managements
Step 6 – Events
Step 7 – Stages
 
Step 8 – Setups
Z & ZSPECIAL EVENTS GALLERY - features special events across the country.Our list of special events is extensive throughout the special events industry.ACME supports industry professionals and event planners as a direct resource.
Z & Z Design Group Design Project Management
Our highly professional team of directors will ensure your projects success in everyaspect of the production. we at acme will work with you and your team at any levelof the process. we offer a turnkey solution to all of our clients and industry professionals based upon your overall project needs.Our list of nationwide partners is available upon request.• Budget Management• Contract Negotiations• Concert and Stage Production• Sponsorship Outreach• Celebrity Outreach• Destination Management Services• Public Relations and Marketing• Brand Development• Tour Management• Tour Managers and Directors• Technical Support
LITERATURE:-
 
Personnel do not always have to leave an organization in order to find a different, more fulfilling,or more satisfying position. Many human relations processes such as job enlargement,enrichment, restructuring, and rotation can be a means to an end. Whichever method or combination of methods is chosen depends on both the management and the staff of theorganization. There are a number of articles dealing with job rotation in z&z company its dealswith his experience in a evnts & fabricatjon. They look at the advantages and disadvantages of atwo-year rotation of reference department supervisors.
JOB ROTATION
Job rotation is training and education in which the unemployed are educated and trainedcontinuously in order to replace employees in companies, during the time that they leave their  jobs for more education and training. The job – Rotation model is neither a simple market toolenabling a solution to be found to the long-term unemployment of low-skilled persons, nor a
 
simple continuing training tool enabling firms to maintain and expand their employees’ skillswithout holding up production. Job rotation links training policy and employment policy. Itenables a limited solution to be found to the big question of the relationship between training andemployment.
What is Job Rotation?
1
.job enlargement
:-
It requires workers to move between different “jobs”, or more usuallyworkstations, usually at fixed times. Job enlargement increases the variety of tasks built into the job, may involve taking on more duties and usually adds variety to a person's job. Teamwork involves the team in the planning and allocation of the work. Each team member carries out a setof operations to complete the product, allowing the worker to move between tasks.
2.Engineering solutions:-
 
In a hierarchy of hazard control measures, job rotation is classedas an administrative control, thus ranking behind engineering controls but a head of personfocused interventions and personal protective equipment. It is not uncommon for Health andSafety regulations to emphasis that job rotation is a temporary control measure until engineeringcontrols can be instituted. It is not desirable that “bad” jobs are be hidden in the rotation, theyshould be fixed.
3.psychosocial and physical benefits:-:
 
Benefits included offering increased socialinteraction and collegiality between workers, variability and a break from monotony, and theopportunity to increase skills and versatility, potentially making workers more valuable,marketable, and hence more secure in their job. Job rotation can also offer physical benefits toworkers. These included decreasing the amount of time on physically demanding jobs, different jobs offer changes, and gives workers the perception of physical relief.
4
. psychosocial and physical negative features:-
Workers may lose their sense of mastery and feelings of competence if their job is placed in a rotation. The job and their skill-setcan no longer be considered special if “anyone” can do it. They lose their sense of ownership and pride. As a result, there are feelings of job insecurity. Moreover, job rotation is threatening tothose who do not embrace change, re-training, or do not have a full understanding of all aspects of the work. Workers with seniority may lose their “lighter” jobs in job rotation, and injured workerswith work accommodations may face peer pressure to overreach their physical limits. Job rotationmay be distributing the risky jobs to a wider pool of workers, leaving more workers.The concept is quite simple Job Rotation supports company and staff development by
 providing vocational training for selected staff 
supplying and training unemployed women as workers to substitute for the staff releasedon training leave Although a relatively new programme in Mumbai, the Job Rotationconcept is already helping to transform learning in the workplace. Currently, more than3,000 companies India wide have participated in Job Rotation. Almost 90,000 employeeshave received training and 20,000 unemployed people have trained as substitutes and re-entered employment.

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