HRM Project
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The document discusses job rotation in organizations. It defines job rotation as moving an employee from one department to another over time, allowing them to train in different aspects of the job. There are different types of job rotation, including position rotation which involves changing positions within the same organization and eventually returning to the original position. Task rotation periodically moves employees from mentally or physically demanding tasks to less demanding tasks. Job rotation provides benefits such as expanding employee knowledge, avoiding dishonest practices, increasing satisfaction and reducing attrition. It also helps employees explore their interests and talents while helping managers discover hidden talents.
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ankurjobrotation-140217103220-phpapp02.pptx
Job rotation involves moving employees between different jobs, departments, or locations within an organization over a period of time. It allows employees to gain a variety of skills and experiences, reduce boredom, and explore their interests and strengths. Some benefits of job rotation include broadening employees' knowledge, avoiding fraudulent practices, increasing satisfaction and retention, and helping managers discover hidden talents. However, job rotation can also lead to reduced quality, interruptions, and fears of performing new tasks effectively from employees. For job rotation to be successful, roles must be carefully planned and selected, employees properly trained, and both individual and organizational goals met.
3.Staffing Recruitment : Internal Sources : XII Business Studies
This series include Staffing function of management for XII Business Studies students for AISSCE preparation.
Job rotation
Job rotation is a technique where employees are shifted between two or more jobs at regular intervals to expose them to different areas of an organization. It is designed to promote flexibility, keep employees interested, test employee skills, and help discover talents. Job rotation provides benefits like exploring hidden talents, identifying knowledge and skills, motivating employees, increasing satisfaction, and aligning competencies with requirements. It reduces boredom, gives employees wider experience, allows employers to learn about employee strengths, and creates a more versatile and knowledgeable workforce.
Promotions and Transfers
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
Career planning and internal mobility
1. Career planning involves mapping out employees' career paths within an organization based on their abilities to help them advance. This helps attract and retain talent, improve motivation and productivity, and ensure the organization has the right human resources to achieve its goals.
2. Career planning benefits both individuals and organizations by providing employees with growth opportunities and job satisfaction while helping the organization develop talent internally and meet its human resource needs.
3. The career planning process involves identifying employees' career aspirations, analyzing opportunities within the organization, developing strategies to address any mismatches, and regularly reviewing career plans.
EDUC 210 - PERSONNEL MANAGEMENT IN EDUCATION : TRAINING & DEVELOPMENT IN ORGA...
EDUC 210 - PERSONNEL MANAGEMENT IN EDUCATION : TRAINING & DEVELOPMENT IN ORGA...Dr. Rosemarie Sibbaluca-Guirre
EDUC 210 - PERSONNEL MANAGEMENT IN EDUCATION : TRAINING & DEVELOPMENT IN ORGANIZATIONS
1. Assessing Training Needs of an Organization
2. Types of Employee Training Programs
3. New Hire Orientation: Importance of Training Design & Content
4. Methods for Training Employees: Mentoring, On-The-Job & Job Rotation
5. Designing Training and Developing Programs for Faculty and Staff
6. What Is Career Management and Development? - Definition and Purpose
7. Career Stages: Establishment, Advancement, Maintenance & Withdrawal
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ankurjobrotation-140217103220-phpapp02.pptx
Job rotation involves moving employees between different jobs, departments, or locations within an organization over a period of time. It allows employees to gain a variety of skills and experiences, reduce boredom, and explore their interests and strengths. Some benefits of job rotation include broadening employees' knowledge, avoiding fraudulent practices, increasing satisfaction and retention, and helping managers discover hidden talents. However, job rotation can also lead to reduced quality, interruptions, and fears of performing new tasks effectively from employees. For job rotation to be successful, roles must be carefully planned and selected, employees properly trained, and both individual and organizational goals met.
3.Staffing Recruitment : Internal Sources : XII Business Studies
This series include Staffing function of management for XII Business Studies students for AISSCE preparation.
Job rotation
Job rotation is a technique where employees are shifted between two or more jobs at regular intervals to expose them to different areas of an organization. It is designed to promote flexibility, keep employees interested, test employee skills, and help discover talents. Job rotation provides benefits like exploring hidden talents, identifying knowledge and skills, motivating employees, increasing satisfaction, and aligning competencies with requirements. It reduces boredom, gives employees wider experience, allows employers to learn about employee strengths, and creates a more versatile and knowledgeable workforce.
Promotions and Transfers
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
Career planning and internal mobility
1. Career planning involves mapping out employees' career paths within an organization based on their abilities to help them advance. This helps attract and retain talent, improve motivation and productivity, and ensure the organization has the right human resources to achieve its goals.
2. Career planning benefits both individuals and organizations by providing employees with growth opportunities and job satisfaction while helping the organization develop talent internally and meet its human resource needs.
3. The career planning process involves identifying employees' career aspirations, analyzing opportunities within the organization, developing strategies to address any mismatches, and regularly reviewing career plans.
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1. Assessing Training Needs of an Organization
2. Types of Employee Training Programs
3. New Hire Orientation: Importance of Training Design & Content
4. Methods for Training Employees: Mentoring, On-The-Job & Job Rotation
5. Designing Training and Developing Programs for Faculty and Staff
6. What Is Career Management and Development? - Definition and Purpose
7. Career Stages: Establishment, Advancement, Maintenance & Withdrawal
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This document discusses training, promotion, and transfer in an organizational context. It defines training as a systematic process aimed at developing employee skills, abilities, and attitudes. The purpose of training includes improving performance, reducing waste, and developing manpower. Promotion is defined as a change to a better job with higher status and responsibilities, and is used to reward performance, boost morale, and retain skilled employees. Both seniority and merit are discussed as bases for promotion, as well as a combination of the two. Transfer is defined as a lateral shift between jobs, departments, or locations with no change in pay or status. Different types of transfers are outlined, including production, replacement, remedial, and versatility transfers.
Function of com.
The document discusses the five major functions of human resource management:
1. Recruitment and selection, which involves attracting qualified candidates and screening out unqualified applicants to reduce hiring mistakes.
2. Orientation of new employees to adjust to their new roles and understand organizational goals.
3. Maintaining good working conditions to motivate employees through financial and non-financial benefits and employee welfare programs.
4. Managing employee relations to foster healthy relationships between employees and management through activities to build personal and professional connections.
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The document discusses various aspects of staffing such as placement, induction, promotion, succession planning, and career development. It provides details on properly introducing new employees to their roles and organizations, developing employees for higher level positions, identifying and training potential successors, and supporting employees' careers over different stages from early to late career. The goal is to effectively manage human resources and maximize employee and organizational performance.
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This document discusses career and succession planning. It defines career as a sequence of employment positions over a person's lifetime. Career planning is the process of selecting career goals and paths to achieve them. Succession planning ensures leadership continuity and that employees are developed to fill key roles when current employees depart. The document outlines the need for, features, processes, advantages and challenges of both career planning for individuals and organizations, as well as succession planning through identifying critical positions, conducting position analyses, developing succession plans, and monitoring/evaluating plans.
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SOURCES
https://l.facebook.com/l.php?u=http%3A%2F%2Fwww.academia.edu%2F31500683%2FPRINCIPLES_AND_BASIC_TECHNIQUES_OF_IMAGE_MANIPULATION&h=ATPJ7WY1iCxHNPIGwhlQjyyf8Jd_JGKO_93BqeDgdtP5FDMRaHe6QfyZxweTjxyugU8QNtjEka1CS-zjOJARcbfEkSyxsex8deJnMbJZi1oadOAArPv_A32H0iApOk5RoLw0hnDsk0iu
https://l.facebook.com/l.php?u=https%3A%2F%2Fprezi.com%2Fozk2zp4nqivc%2Fprinciples-of-visual-message-design-using-infographics%2F&h=ATPJ7WY1iCxHNPIGwhlQjyyf8Jd_JGKO_93BqeDgdtP5FDMRaHe6QfyZxweTjxyugU8QNtjEka1CS-zjOJARcbfEkSyxsex8deJnMbJZi1oadOAArPv_A32H0iApOk5RoLw0hnDsk0iu
Soumendra sample.pptx
This document discusses career planning, development, and succession planning. It defines career planning as a process where an individual sets career goals and identifies means to achieve them. Career development is a formal approach organizations use to ensure people with proper qualifications are available when needed. The document also discusses the objectives of career planning, such as identifying employee strengths and developing awareness of uniqueness. It states that succession planning identifies potential successors in advance to fill key positions as needed.
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This document provides an overview of training and orientation concepts. It defines training as efforts to facilitate the acquisition of skills, knowledge, and attitudes to enhance job performance. Orientation is introduced as a systematic introduction of employees to their jobs, coworkers, and organization. Different training methods are described, including on-the-job training, vestibule training, and off-the-job methods like lectures and simulations. The document also discusses training needs assessment, program design, objectives of orientation, and evaluating the effectiveness of training interventions.
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CHAPTER 8 - Socializing, Orienting, and Developing Employees
Chapter 9 - Managing Careers
Chapter 10 - Establishing the Performance Management System
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Chapter 13 - Ensuring a Safe and Healthy Work Environment
Chapter 14 - Understanding Labor Relations and Collective Bargaining
STAFFING PROCESS
Staffing involves filling positions with qualified personnel and placing the right person in the right job. It includes manpower planning, recruitment, selection, training, compensation, and employee maintenance. Staffing is a continuous process that helps achieve organizational objectives through efficient and devoted employees. The key steps in staffing are human resource planning, recruitment, selection, orientation and placement, training, compensation, performance appraisal, promotion, and transfer. Factors like the nature of competition, legal regulations, and the organization's image and business plan all affect staffing.
Implications of motivation theories
This document summarizes several motivation theories and programs, including:
MBO focuses on setting specific and measurable goals that cascade down the organization. The Job Characteristics Model links job design to motivation through five core dimensions. Recognition programs and employee involvement programs can increase motivation through feedback and participation. Variable pay programs tie pay to performance measures.
Talent Management
Talent management refers to an organization's commitment to hire, manage and retain talented employees. It involves processes like training and development, retention, motivation, supervision, promotion, succession planning, and exit management. The goal is to place the right employees in the right jobs. Benefits include retaining top talent, better hiring, understanding employees, and improved professional development. Talent management must be integrated into business strategy to attract and retain vital talent in today's changing environment.
Chapter 9 Mananging Careers.ppt
The document discusses managing employee careers and career development, noting that while organizations used to be responsible for career development, increasing workplace dynamics have shifted responsibility to employees. It provides an overview of organizational responsibilities in career development, such as communicating goals and creating growth opportunities, and examines perspectives on career development from the individual and organizational viewpoints.
personnel management.pptx
Personnel management involves obtaining, using, and maintaining a satisfied workforce. It aims to contribute to organizational, individual, and societal goals. Personnel management includes functions like employment, development, and compensation. It assists line managers in personnel matters. A personnel manager oversees key functions like manpower planning, recruitment, selection, and training and development. They help attract and hire the right employees, provide counseling and advice to staff, and create a satisfying work environment and culture. Maintaining accurate personnel records is also important for decision making, analyzing trends, and meeting legal requirements.
Linkedin
The document discusses employee career lifecycles and career planning. It describes the typical stages in an employee's career cycle as recruitment, induction, training and development, promotion or transfer, and retirement. It also discusses developing career plans from both the organizational perspective of ensuring employees have the needed skills to achieve business goals, and the individual employee perspective of acquiring skills for current and future roles. The career planning process involves creating a roadmap for an employee to obtain skills for their current job and future aspirations based on discussions during performance reviews.
ON THE JOB TRAINING (group 17).pptx
This document discusses on-the-job training methods. It describes on-the-job training as a practical approach to acquiring new skills in a real work environment. Some common on-the-job training methods discussed include job instruction training, apprenticeship training, job rotation, coaching, mentoring, and understudy training. The advantages of on-the-job training are that it is directly relevant to the job, informal, effective through experience, and least expensive. However, disadvantages include trainers may lack experience and it is not always systematically organized.
Transfer & promotion power point
This document discusses promotions and transfers within organizations. It defines promotion as advancement to a job with greater responsibility, prestige or pay. Promotions can be vertical, involving movement up the hierarchy, or horizontal such as an up-graded job. Transfers involve lateral movement between jobs of equal pay and status. The document outlines different types of promotions and transfers, their purposes and benefits, as well as potential issues like disappointment of employees not promoted. It emphasizes the importance of a fair, systematic promotion policy.
434149 634141422631385000
This document discusses human resource training and development. It covers topics like orientation, training needs assessment, designing training programs, and evaluation. Specifically:
- Orientation introduces new employees to their jobs, coworkers, and organization through planned activities. It aims to help newcomers adjust and prevent issues.
- Training need assessment identifies what training is needed using analyses like examining organizational goals, tasks/roles, and individual skills. This ensures training addresses actual needs.
- When designing training, considerations include trainees, trainers, methods, content, and location. Principles of learning and evaluation models should also guide the design.
- Evaluation assesses if training met objectives, was cost-effective, and improved capabilities
CAREER PLANNING & DEVELOPMENT.pptx
A career is defined as a sequence of related jobs and work activities over a person's lifetime. It involves progression to roles with increasing responsibility, status, and rewards within an organization. Career development is the systematic process of planning one's career path and developing necessary skills. It involves different stages - exploratory, establishment, maintenance, and decline. The goals of career development programs are to attract, retain, and motivate employees while allowing them to advance their skills and roles over time.
data management.pptx
Data is information collected through observations, measurements, or research that is organized into graphs, charts, or tables. Data management involves collecting, organizing, protecting, and storing an organization's data so it can be analyzed to support business decisions. Effective data management provides accurate, available, and accessible data that leads to insights to improve customer value and business performance.
IB report on shri lanka
Sri Lanka is an island country located off the southern coast of India. It has a population of over 20 million people and a mixed economy. Sri Lanka has two official languages, Sinhala and Tamil, and the majority of the population is Buddhist. Politically, Sri Lanka is a republic with a president who is both head of state and head of government. The country has a collectivist culture that values education and diversity in its ethnic groups and languages. Sri Lanka also has a developing technological sector and mixed legal system influenced by English common law and Roman-Dutch civil law traditions.
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This document discusses training, promotion, and transfer in an organizational context. It defines training as a systematic process aimed at developing employee skills, abilities, and attitudes. The purpose of training includes improving performance, reducing waste, and developing manpower. Promotion is defined as a change to a better job with higher status and responsibilities, and is used to reward performance, boost morale, and retain skilled employees. Both seniority and merit are discussed as bases for promotion, as well as a combination of the two. Transfer is defined as a lateral shift between jobs, departments, or locations with no change in pay or status. Different types of transfers are outlined, including production, replacement, remedial, and versatility transfers.
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The document discusses the five major functions of human resource management:
1. Recruitment and selection, which involves attracting qualified candidates and screening out unqualified applicants to reduce hiring mistakes.
2. Orientation of new employees to adjust to their new roles and understand organizational goals.
3. Maintaining good working conditions to motivate employees through financial and non-financial benefits and employee welfare programs.
4. Managing employee relations to foster healthy relationships between employees and management through activities to build personal and professional connections.
5. Training and development to improve employee performance through education and skills development.
HRD-- placement to career development process
The document discusses various aspects of staffing such as placement, induction, promotion, succession planning, and career development. It provides details on properly introducing new employees to their roles and organizations, developing employees for higher level positions, identifying and training potential successors, and supporting employees' careers over different stages from early to late career. The goal is to effectively manage human resources and maximize employee and organizational performance.
Career & succession planning
This document discusses career and succession planning. It defines career as a sequence of employment positions over a person's lifetime. Career planning is the process of selecting career goals and paths to achieve them. Succession planning ensures leadership continuity and that employees are developed to fill key roles when current employees depart. The document outlines the need for, features, processes, advantages and challenges of both career planning for individuals and organizations, as well as succession planning through identifying critical positions, conducting position analyses, developing succession plans, and monitoring/evaluating plans.
Staffing (Organizational Management)
This presentation is about the business staffing.
SOURCES
https://l.facebook.com/l.php?u=http%3A%2F%2Fwww.academia.edu%2F31500683%2FPRINCIPLES_AND_BASIC_TECHNIQUES_OF_IMAGE_MANIPULATION&h=ATPJ7WY1iCxHNPIGwhlQjyyf8Jd_JGKO_93BqeDgdtP5FDMRaHe6QfyZxweTjxyugU8QNtjEka1CS-zjOJARcbfEkSyxsex8deJnMbJZi1oadOAArPv_A32H0iApOk5RoLw0hnDsk0iu
https://l.facebook.com/l.php?u=https%3A%2F%2Fprezi.com%2Fozk2zp4nqivc%2Fprinciples-of-visual-message-design-using-infographics%2F&h=ATPJ7WY1iCxHNPIGwhlQjyyf8Jd_JGKO_93BqeDgdtP5FDMRaHe6QfyZxweTjxyugU8QNtjEka1CS-zjOJARcbfEkSyxsex8deJnMbJZi1oadOAArPv_A32H0iApOk5RoLw0hnDsk0iu
Soumendra sample.pptx
This document discusses career planning, development, and succession planning. It defines career planning as a process where an individual sets career goals and identifies means to achieve them. Career development is a formal approach organizations use to ensure people with proper qualifications are available when needed. The document also discusses the objectives of career planning, such as identifying employee strengths and developing awareness of uniqueness. It states that succession planning identifies potential successors in advance to fill key positions as needed.
Training & development
This document provides an overview of training and orientation concepts. It defines training as efforts to facilitate the acquisition of skills, knowledge, and attitudes to enhance job performance. Orientation is introduced as a systematic introduction of employees to their jobs, coworkers, and organization. Different training methods are described, including on-the-job training, vestibule training, and off-the-job methods like lectures and simulations. The document also discusses training needs assessment, program design, objectives of orientation, and evaluating the effectiveness of training interventions.
HRM Short Handouts - Taqi Hassan
CHAPTER 8 - Socializing, Orienting, and Developing Employees
Chapter 9 - Managing Careers
Chapter 10 - Establishing the Performance Management System
Chapter 11- Establishing Rewards and Pay Plans
Chapter 13 - Ensuring a Safe and Healthy Work Environment
Chapter 14 - Understanding Labor Relations and Collective Bargaining
STAFFING PROCESS
Staffing involves filling positions with qualified personnel and placing the right person in the right job. It includes manpower planning, recruitment, selection, training, compensation, and employee maintenance. Staffing is a continuous process that helps achieve organizational objectives through efficient and devoted employees. The key steps in staffing are human resource planning, recruitment, selection, orientation and placement, training, compensation, performance appraisal, promotion, and transfer. Factors like the nature of competition, legal regulations, and the organization's image and business plan all affect staffing.
Implications of motivation theories
This document summarizes several motivation theories and programs, including:
MBO focuses on setting specific and measurable goals that cascade down the organization. The Job Characteristics Model links job design to motivation through five core dimensions. Recognition programs and employee involvement programs can increase motivation through feedback and participation. Variable pay programs tie pay to performance measures.
Talent Management
Talent management refers to an organization's commitment to hire, manage and retain talented employees. It involves processes like training and development, retention, motivation, supervision, promotion, succession planning, and exit management. The goal is to place the right employees in the right jobs. Benefits include retaining top talent, better hiring, understanding employees, and improved professional development. Talent management must be integrated into business strategy to attract and retain vital talent in today's changing environment.
Chapter 9 Mananging Careers.ppt
The document discusses managing employee careers and career development, noting that while organizations used to be responsible for career development, increasing workplace dynamics have shifted responsibility to employees. It provides an overview of organizational responsibilities in career development, such as communicating goals and creating growth opportunities, and examines perspectives on career development from the individual and organizational viewpoints.
personnel management.pptx
Personnel management involves obtaining, using, and maintaining a satisfied workforce. It aims to contribute to organizational, individual, and societal goals. Personnel management includes functions like employment, development, and compensation. It assists line managers in personnel matters. A personnel manager oversees key functions like manpower planning, recruitment, selection, and training and development. They help attract and hire the right employees, provide counseling and advice to staff, and create a satisfying work environment and culture. Maintaining accurate personnel records is also important for decision making, analyzing trends, and meeting legal requirements.
Linkedin
The document discusses employee career lifecycles and career planning. It describes the typical stages in an employee's career cycle as recruitment, induction, training and development, promotion or transfer, and retirement. It also discusses developing career plans from both the organizational perspective of ensuring employees have the needed skills to achieve business goals, and the individual employee perspective of acquiring skills for current and future roles. The career planning process involves creating a roadmap for an employee to obtain skills for their current job and future aspirations based on discussions during performance reviews.
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This document discusses on-the-job training methods. It describes on-the-job training as a practical approach to acquiring new skills in a real work environment. Some common on-the-job training methods discussed include job instruction training, apprenticeship training, job rotation, coaching, mentoring, and understudy training. The advantages of on-the-job training are that it is directly relevant to the job, informal, effective through experience, and least expensive. However, disadvantages include trainers may lack experience and it is not always systematically organized.
Transfer & promotion power point
This document discusses promotions and transfers within organizations. It defines promotion as advancement to a job with greater responsibility, prestige or pay. Promotions can be vertical, involving movement up the hierarchy, or horizontal such as an up-graded job. Transfers involve lateral movement between jobs of equal pay and status. The document outlines different types of promotions and transfers, their purposes and benefits, as well as potential issues like disappointment of employees not promoted. It emphasizes the importance of a fair, systematic promotion policy.
434149 634141422631385000
This document discusses human resource training and development. It covers topics like orientation, training needs assessment, designing training programs, and evaluation. Specifically:
- Orientation introduces new employees to their jobs, coworkers, and organization through planned activities. It aims to help newcomers adjust and prevent issues.
- Training need assessment identifies what training is needed using analyses like examining organizational goals, tasks/roles, and individual skills. This ensures training addresses actual needs.
- When designing training, considerations include trainees, trainers, methods, content, and location. Principles of learning and evaluation models should also guide the design.
- Evaluation assesses if training met objectives, was cost-effective, and improved capabilities
CAREER PLANNING & DEVELOPMENT.pptx
A career is defined as a sequence of related jobs and work activities over a person's lifetime. It involves progression to roles with increasing responsibility, status, and rewards within an organization. Career development is the systematic process of planning one's career path and developing necessary skills. It involves different stages - exploratory, establishment, maintenance, and decline. The goals of career development programs are to attract, retain, and motivate employees while allowing them to advance their skills and roles over time.
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IB report on shri lanka
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This document provides information about a presentation from Astute Group on their HRMS system called Keka Software. It includes an introduction to Astute Group, their services, a description of the Keka HRMS software, its features like time & attendance management, payroll management, leave management, and timesheets. It also discusses the benefits of Keka like flexible adjustments, employee timelines, simplified workflows, and team engagement. The presentation was provided to Meet Bhatt, Assistant Professor, and includes a list of team members from Astute Group who presented.
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You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
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Walmart Business+ and Spark Good for Nonprofits.pdf
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HRM Project
- 1. Job Rotation and its Contribution to Employee Growth Shri Chimanbhai Patel Institute of Management & Research
- 2. Job Rotation! 2 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 year.This allows the individual To train on different aspects of the job. Shri Chimanbhai Patel Institute of Management & Research
- 3. 3 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 Shri Chimanbhai Patel Institute of Management & Research
- 4. 4 Types of Job Rotation Position Rotation Task Rotation Within Function Cross Function Shri Chimanbhai Patel Institute of Management & Research
- 5. Task Rotation 5 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. Shri Chimanbhai Patel Institute of Management & Research
- 6. Position Rotation 6 It is the process of laterally moving an employee to Different geographical location A junior executive at a multinational consulting firm Sent as the company’s advance executive training Program to different geographical location Example :- Shri Chimanbhai Patel Institute of Management & Research
- 7. Provides an Opportunity to Expand Knowledge. Avoiding dishonest practice Increases Satisfaction and Decreases Attrition Rate(the rate at which people leave) Helps Individuals Explore Their Interests Help Managers Explore the Hidden Talent Identifies Knowledge, Skills and Attitudes Advantages 7 Shri Chimanbhai Patel Institute of Management & Research
- 8. Disadvantage 8 Reduces uniformity in Quality Misunderstanding with the union member Staff members have fear of performing different tasks effectively. Shri Chimanbhai Patel Institute of Management & Research
- 9. 9 Safe deposit vault Cashier Token counter Clearance Department Passbook issue Cash counter Verification Department 6 Months Example:- Shri Chimanbhai Patel Institute of Management & Research
- 10. Thanks! 10 Shri Chimanbhai Patel Institute of Management & Research