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A growing trend in business management is to implement a job rotation strategy. Strategies can differ drastically, but business owners can be certain that implementing a job rotation strategy will enhance organizational success thanks to more satisfied, motivated, skilled, and committed employees. Read more: http://www.brighthub.com/office/entrepreneurs/articles/55274.aspx#ixzz0t0xgBv7p
A fundamental principle of economics with which Adam Smith begins The Wealth of Nations is the division of labour SUPPORTS THE FACT THAT JOB ROTATION IS NECESSARAY
Job Rotation Advantages
Many businesses, small and large, are attempting to improve work design systems by incorporating a job rotation strategy. Job rotation exists when employees rotate across many positions, in varying intervals and durations, in order to gain exposure to different roles and functions. When implementing a job rotation program, companies can have employees rotate only within their home department or across positions in many departments. Although job rotation strategies may not be practical for all businesses, strategies that are implemented across lower-level and less specialized positions provide many advantages to businesses and employees. The first advantage of job rotation is burnout reduction. When employees perform the same job functions each day without variation, they are likely to experience greater feelings of fatigue, apathy, boredom, and carelessness. Burnout is d
etrimental to businesses because it tends to promote decreased productivity, increased absenteeism, and increased likelihood of turnover, which all lead to organizational dysfunction. However, when employees rotate across different positions regularly, they experience less boredom, greater task variety, and decreased feelings of needless repetition. The second advantage of job rotation is increased employee satisfaction. Business owners know that when employees are not satisfied with professional endeavors, they feel demotivated, unhappy, and irritated, which are detrimental to productivity. However, by allowing employees to engage in job rotation, employees are likely to experience greater satisfaction by identifying strengths and weaknesses.
greatly increases an employee's level of awareness and attention to detail. they enhance and improve their skills. Turnover is greatly reduced because employees do not experience the fatigue. is tightly linked with succession planning .com/office/entrepreneurs/articles/55274. However. It is important for business owners to provide opportunities to increase employee motivation because greater motivation promotes higher levels of organizational commitment and desire to grow within the company.developing a pool of people capable of stepping into an existing job. This article has already established that job rotation strategies reduce employee burnout. The rationale for implementing a job rotation design system may vary depending on business goals and human resource strategies. which decreases the likelihood of workplace injury or stress. • For lower management levels job rotation has normally one of two purposes: promotability or skill enhancement. which leads to better job performance and greater likelihood of promotional advancement. The last benefit is twofold. employees are able to test many positions and subsequently focus on rotating between positions that enhance performance capacity. Read more: http://www. and it is an indirect benefit of job rotation. and committed employees. This.Furthermore. motivated.brighthub. and competencies.businesses that implement a job rotation strategy unquestionably reap the benefits of added organizational success and more satisfied.frequently referred to as management rotation. employees that are engaged with a number of different positions throughout a company experience increased appreciation for coworkers and the interrelation between positions. Job rotation presents many unique opportunities for businesses and employees. abilities. These three benefits cumulatively influence a business's turnover rate and workplace injuries. The third advantage of job rotation is increased employee motivation. whatever the reason. boredom. and dissatisfaction associated with performing the same job every day. When employees are given the opportunity to rotate between different positions. . Furthermore. which decreases animosity and enhances organizational commitment.aspx#ixzz0t0y73 f4G • At the senior management levels. increase employee satisfaction. job rotation . in turn. and increase employee motivation and organizational commitment. one thing is certain . which increases their sense of worth and importance within the company.
engagement of people and finally on retention of people. This is where job rotation can prove to be a handy tool. as well as for those in professional and managerial jobs. Use job rotation for employees in nonexempt jobs. Potential of job rotation A well planned job rotation programme in an organization has immense potential of positive impact on job satisfaction. Determine whether or not the program will be mandatory or if employees will be allowed to "opt-out.Here the goal is to provide learning experiences which facilitate changes in thinking and perspective equivalent to the "horizon" of the level of the succession planning. Address skills that aren't enhanced by job rotation through specific training programs and management coaching. Have a clear understanding of exactly which skills will be enhanced by placing an employee into the job-rotation process.com http://www. Involve the employee and managers in planning job rotations so that there is a clear understanding of mutual expectations. It is difficult for an employee to sustain his interest in a given job for any substantial length of time as humans have the tendency of outgrowing their jobs through the learning and experience that they gain over a period of time. and an exposure to the different jobs of an occupation. whether employees will be restricted to certain jobs or will be open to all job classifications. Tips & Warnings • • • Tips for effectively managing a job rotation program include the following: Formulate clear policies regarding who will be eligible for the program. so the employee clearly understands the developmental needs addressed by a job rotation program. Few of the outcomes of job rotation with respect to the individual are: . will this have an impact on their performance appraisal? For employees who do express a desire to opt out." If so.com/how_4763302_effective-job-rotation-programcompany.ehow. • In many cases senior managers seem unwilling to risk instability in their units by moving qualified people from jobs where the lower level manager is being successful and reflecting positively on the actions of the senior manager. • Many military jobs use the job rotation strategy to allow the soldiers to develop a wider range of experiences.html#ixzz0t133IVWq Job rotation is the surest way of keeping the employee away from complacency and boredom of routine. • • • Read more: How to Implement an Effective Job Rotation Program in your Company | eHow. Stimulating human mind through diversity of challenges is a sure way to bring to forefront its creative instincts and in taking the individual and organizational performance to a higher plane. it may be important to emphasize the rotation with the career development process.
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 new people .• • • • Job enrichment Overall development Intrinsic motivation to perform caused by newer challenges Career development Where as for an organization.
working conditions and learning opportunities. Done this way job rotation gets aligned with career development. Job rotation has become a ritual at best. where a certain percentage of employees in a certain area are shifted to pre-designated areas every year. competence etc. What is Job Rotation? . Job rotations at different levels of management For job rotations at a slightly higher level. there must be a planned system in place with the policy taking into account. nature – mandatory or voluntary Duration Basis of selection etc.The ritual of job rotation Today. Job rotation at junior and middle level executives may be pivoted around their strengths and attributes and the future roles expected of them. there is every possibility that the seriousness with which the job rotation scheme is implemented in the company may get diluted and become a cause of sagging employee motivation. This will not only provide an insight for the future leaders in various aspects of the business but also will enhance their confidence levels as they solve these critical problems for the organization. prior experience. attrition rates. Select most suitable people to be shifted from their current jobs to tackle the challenges at hand by considering individual attributes already described above. Focus must be on exposure in all related areas of his domain of expertise. Job rotations for workers must include aspects related to work environment. Today. settling scores arising from organizational politics. aptitude. leadership development and employee satisfaction which would finally result in higher levels of intrinsic motivation among the employees and hence may contribute in retaining talent. in the industry. so that as they grow to higher rungs of the management. so that it adds to his satisfaction derived from balanced distribution of work load. specific business issues etc. Realizing the potential of job rotation In order to realize the true potential of job rotation. they have an overall experience of their domain. • • • • • Organizational interest – employee commitment. also along with other individual attributes already explained. job rotation is viewed “as just another transfer” rather than as an important tool for implementing HR strategy of the company. In the absence of aspects brought out above. job rotation is a means of punishing poor performers. it is absolutely necessary that the business problems in various areas are identified. or going through percentage rotation scheme. with out any focus on the outcomes that can be achieved through a little planning and implementation effort. This calls for the active involvement of top management. Eligibility of the employees – qualification.
job rotation is similar to job enlargement.Job rotation involves the movement of employees through a range of jobs in order to increase interest and motivation. For example. dealing with customers and enquiries. Some time might then be spent manning the company telephone switchboard and then inputting data onto a database. In its efforts to reduce the instances of employee turnover and absenteeism in its manufacturing facilities. In a sense. Issues: » Understand the importance of implementing job enrichment programs in automobile manufacturing company » Get insights into how the theoretical concepts of job enrichment could be practically implemented in a manufacturing company » Understand the new system of automobile production based on the employee friendly socio-technical approach . Job rotation can improve “multi-skilling” but also involves the need for greater training. change implementation and employee oriented facilities. Volvo introduced innovative job enrichment programs including job rotation. Volvo was one of the first automobile companies to deviate from the traditional assembly line system and adopt a more employee-centric approach for manufacturing automobiles. small work groups. EXAMPLES:- The case discusses the efforts made by the Swedish automobile major Volvo AB towards improving the work conditions at its facilities through job enrichment programs. These programs helped the company to understand the importance of designing its facilities according to the work design and employees' requirements. This approach widens the activities of a worker by switching him or her around a range of work. an administrative employee might spend part of the week looking after the reception area of a business. management employee councils.
If it . the Swedish automobile major. where new work design concepts were implemented. also in Sweden. In the late 1960s and early 1970s. Volvo was well recognized in the industry for its employee-friendly policies ever since its inception. This reiterated the company's belief that industry needed to adapt itself to the people's requirements and not vice-versa. Guided by the 'Volvo Way. Acknowledging this. Gyllenhammar. it introduced these concepts and obtained positive results. This concept was implemented successfully in other plants of the company too in the 1970s.» Debate on the efficacy of Volvo's socio-technical approach in the long term In May 1993. when the company faced the problem of increasing employee turnover and absenteeism. in Harvard Business Review wrote. barely five years since its launch in 1989. for example. Volvo AB (Volvo) announced the closure of its car manufacturing facility at Uddevalla. job enlargement and employee work groups in its manufacturing facilities (Refer Exhibit I for the Volvo Way). A year later. analysts said Volvo's human centric approach towards automobile manufacturing was no longer feasible in the fiercely competitive scenario of the 1990s. the car assembly plant at Kalmar. is designed for a specific purpose: car assembly in working groups of about 20 people. Volvo was inspired to build a new facility keeping this work design as a basis. Volvo was conscious of the risks involved and the possible effect on the company's financial performance if the experiments failed. While investing heavily in developing new plants like Kalmar and Uddevalla. "Volvo's Kalmar plant. Reacting to the two closures within a year's gap. Sweden. with most companies striving hard to improve production efficiency. The best practices in Human Relations (HR) tried and tested in these plants were passed on to new plants established in the 1980s.' the company had made conscious efforts to implement job enrichment concepts such as job rotation. the company had to shutdown yet another world famous facility.
* reduced CTDs. his or her colleagues will be glad that they have been moved because they will have been spreading negativity.didn't work. if you have an agent who is feeling down. Benefits * cross-trained workforce."2 Allow Job Rotation in the Call Centre Chapter 10 of the Call Centre Motivation Workbook From time to time. in both financial and social terms. it can be a great help to them to join another department. * increased innovation/motivation. * increased free-time activity. * increased ability to handle change. * reduced work stress. * lower turnover rates. or are suffering from some non-work problems. And of course. even as a temporary secondment. It is not as hard as you would think to move staff between customer service and telesales and vice versa. We would lose credibility with our people and those who are watching from outside. * reduced absenteeism. it may be necessary to help an individual agent to become remotivated by rotating them to another job. If they have been in one department too long. The moved agent is less likely to depress morale in his or her new department because there will be too much to learn to wallow in misery. * reduced boredom and monotony. it would be a costly and visible failure. Some of these studies also discussed the challe . * increased production.
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