job rotation


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meaning definition,advantages,disadvantages,individual learning strategies, and examples

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  • ; a junior executive at a multinational consulting firm sent as the company's advance executive training program to the company's office in London, then onto Dubai & getting promotion
  • job rotation

    1. 1. meaning Job rotation refers to a management tool in which an individual, usually a trainee, is taken from one department to another over a period of years. This allows the individual to train on different aspects of the job.
    2. 2. Introduction Job rotation involves an employee changing positions within the same organization and eventually returning to the original position Job rotation is the best way to keep the employees away from boredom Job rotation helps trainees to apply their: - knowledge - abilities - Interests
    3. 3. Definition : A job design technique in which employees are moved between two or more jobs in a planned manner Job rotation is a management technique that assigns trainees to various jobs and departments over a period of few years
    4. 4. Task rotation It takes place in jobs that involve a high degree of physical demands on the body or extremely tedious job Employees are periodically removed from these mentally stressful or physically demanding tasks to a less demanding task for a while to give them a break. Eg; A spot welder on a production line working 10 hrs. shift for 4days a week is shifted to the maintenance or tool shop
    5. 5. Process rotation It is the process of laterally moving an employee to different geographical location The purpose behind this type of rotation is to personally professionally developing the employee by exposing her to new knowledge, skills and perspectives. Eg; a junior executive at a multinational consulting firm sent as the company's advance executive training program to different geographical location
    6. 6. Job rotation in constructing agency
    7. 7. Objectives 1. 2. 3. 4. 5. 6. Reducing Monotony of the job Succession Planning Creating right-Employee Job Fit Exposing Workers to All Verticals of the Company Testing Employee Skills and Competencies Developing a Wider Range of Work Experience
    8. 8. Individual Learning Strategies 1. To broaden an individual's knowledge of other functions and departments 2. To prepare an individual for career advancement 3. To motivate and challenge an individual 4. To cross-train members of a team. 5. To maximize an individual's exposure to customers © PhotoDisc
    9. 9. Advantages 1) Provides an opportunity to broaden one’s knowledge 2) Avoiding fraudulent practice 3) Increases Satisfaction and Decreases Attrition Rate 4) Helps Individuals Explore Their Interests 5) Helps Managers Explore the Hidden Talent
    10. 10. Advantages 6) Identifies Knowledge, Skills and Attitudes 7)Helps Align Competencies with Requirements © PhotoDisc
    11. 11. Disadvantage 1. 2. 3. Reduces uniformity in quality Frequent interruption Misunderstanding with the union member 4. Staff members have fear of performing different tasks effectively © PhotoDisc
    12. 12. Potential Barriers to Job Rotation 1. Not all jobs and departments are a good fit for job rotation 2. Short-term productivity losses and product quality issues 3. Workers not qualified for some jobs due to restrictions or ability 4. Union or other workplace policies related to job bidding and compensation 5. Supervisors are not convinced that the benefits are worth the perceived costs
    13. 13. Keys to Successful Job Rotation 1. Job Rotation must start with an end goal 2. Employees are able to assess whether the job rotation is achieving the goals 3. Both the employee and the organization need to benefit from the job rotation 4. A mentor/trainer is provided at each step of the job rotation plan 5. Written documentation 6. Job rotation must be carefully planned
    14. 14. • The officers at high post gets changed after every 3 years e.g. asst. manager ,manager etc. • The flexibility and consideration is given to those employees who have Physical difficulty for such employee there is no Job Rotation
    15. 15. Process of job rotation 1) Plan everything in advance. 2) The employees going in for job rotation should be mentally and physically prepared or otherwise they will not work in newer condition. 3) Check the performance as well as qualification of worker so that the new environment suits him.
    16. 16. Continue 1) Non performers or poor and constant performers should be given extensive training before considered for job rotation. 2) Employees should be given training from time to time so that they can give good performance and the real purpose is fulfilled. 3) Employees should possess knowledge, skills and right attitude
    17. 17. Conclusion 1. Job rotation is not just another transfer in the industry today 2. Job rotation strategy required focus on the outcome 3. It can be used to settle scores which arises from organizational politics 4. It can also be used as a good tool to bring fresh ideas and infuse new energy into the existing roles and functions