Job rotation is a training method where employees are periodically moved between different jobs, departments, or locations. The goal is to give employees opportunities to learn new skills and gain new perspectives. Key benefits to employers include developing a more flexible workforce, transferring skills between roles, and facilitating succession planning. Benefits to employees are reduced boredom, expanded career development, and larger networks. Some disadvantages are increased costs, potential workflow disruptions, and stress for employees adapting to new roles. An example is Lenovo's Leadership Acceleration and Skills Rotation program, which measures success based on retention, satisfaction, performance, leadership potential, and diversity.

1. JOB
ROTATION
PRESENTED BY: MOUMITA
HALDER

2. On The Job Training Off The Job Training
Training Methods
• Job Rotation
• Apprenticeship
• Coaching and
mentoring
• Committee
Assignment
• On-the-job
instruction
• Case Studies
• Roleplay
• In- Basket
• Incident Method
• Business Games
• Lecture
• Grid Training

3. What is Job Rotation?
Job rotation is a training method where employees are
periodically moved from one job to another. This can be
done within the same department, across different
departments, or even to different geographical locations.
The goal of job rotation is to give employees the opportunity to
learn new skills, gain new perspectives, and develop their
careers.

4. Types of Job Rotation
•
•
•
•
•
•
Horizontal Vertical Lateral

6. Why Job Rotation?
Key Benefits to Employer:
• Learning: Job rotation transfers specific skills, knowledge, and
competencies among employees, leading to human capital accumulation.
• Flexibility: Job rotation creates a more flexible workforce that can be
deployed into different roles as needed.
• Innovation: Job rotation fosters creativity and problem-solving by
exposing employees to different perspectives and challenges.
• Succession planning: Job rotation prepares employees for future
leadership positions by giving them a holistic view of the organization.

7. Why Job Rotation?
Key Benefits to Employees:
• Motivation: Job rotation reduces boredom and increases engagement
by providing variety and challenge in work tasks.
• Satisfaction: Job rotation enhances job satisfaction by allowing
employees to explore their interests and preferences.
• Development: Job rotation facilitates career development by enabling
employees to acquire new skills and competencies.
• Networking: Job rotation expands the social network of employees by
connecting them with different colleagues and stakeholders.

8. • List the main disadvantages of job rotation for the employer:
⚬ Cost: Job rotation involves additional costs for training, supervision, and coordination of employees in
different roles.
⚬ Disruption: Job rotation may disrupt the workflow and productivity of employees and teams due to
frequent changes and adjustments.
⚬ Quality: Job rotation may compromise the quality and consistency of work outputs due to varying levels of
expertise and experience among employees.
• List the main disadvantages of job rotation for the employee:
⚬ Stress: Job rotation may cause stress and anxiety for employees who have to cope with unfamiliar tasks
and expectations.
⚬ Confusion: Job rotation may create confusion and role ambiguity for employees who have to deal with
multiple objectives and responsibilities.
⚬ Conflict: Job rotation may generate conflict and resentment among employees who perceive unfairness or
favoritism in the allocation of roles.
Drawbacks to keep in mind!

9. Real Life Application of Job Rotation
•
•
•

10. •
•
The metrics used to measure the success of the LASR program include:
• Employee retention rate: The percentage of LASRs who stay with Lenovo after completing the program.
• Employee satisfaction rate: The percentage of LASRs who report high levels of job satisfaction and
engagement.
• Sales performance rate: The percentage of LASRs who achieve or exceed their sales targets.
• Leadership potential rate: The percentage of LASRs who are identified as high-potential employees for
future leadership positions.
• Diversity and inclusion rate: The percentage of LASRs who come from diverse backgrounds and
contribute to a more inclusive workplace culture.

11. THANK
YOU
For your
attention!