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?
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.
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.
. 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.