Job Rotation

Job Rotation is an effective approach to management development where an individual is moved from a schedule of assignments designed to give him a breadth of exposure to the entire operation. It is also practiced to allow qualified employees to achieve more insights into the processes of a company, and to reduce boredom which increases job satisfaction through job variation.

A well planned job rotation program in an organization has huge potential of positive impact on job satisfaction, engagement of people and finally on retention of people. There are few outcomes of job rotation with respect to the individual are:

• Job enrichment
• Over all development
• Effective motivation to perform caused by newer challenges
• Career development

The benefits include some of the following:

• Leadership development
• Aligning competencies with organizational requirements.
• Lower rates
• Performance improvement to new people by unique point of view

The practice of Job rotation:

Job rotation is viewed just as another transfer in the industry today. It is used an effective tool for introducing HR strategy to the company. Job rotation becomes as a ritual at best, without any focus on the outcomes achieved through a little planning and implementation effort. Job rotation punishes the poor performers, settling scores which arises from organizational politics goes through percentage rotation scheme, where a certain percentages of employees who are shifted to pre-designated areas every year.

Job rotations at different levels of management:

It is absolutely necessary that the business problems in different areas are identified for job rotations. This is responsible for the active involvement of the top management. Select the most suitable person to be shifted from their current jobs to face the challenges at hand by considering individual attributes. This will not provide an insight for the future leaders in various aspects of the business and also enhances their confidence levels; they solve the critical problems in the organization.

Job rotation happens at junior and middle level executive which may be depended upon their strengths and attributes and the future roles are expected by them. Focus is an exposure in all the related areas of domain expertise, so that they can grow to higher rungs of the management, they have an overall experience of their domain.

Job rotation must include different aspects which are related to work environment, also along with other individual attributes, so that it adds satisfaction from distribution of work load, working conditions and learning opportunities. Job rotation is always coordinated with career development, leadership development and employee satisfaction which finalizes the result in higher levels of motivation among employees and hence may contribute in retaining their talent.

Questions:

• How will you execute a well define job rotation program?
• How is the job rotation function at different levels of management?