In job management middle program rotation

The employees are well aware about the overall operation of the company and provide inter-department suggestions to improve the efficiency. The productivity of employee is improved due to assignment of challenging job. The organizational commitment and job satisfaction of the employees is drastically increased. The turnover issues of the company are reduced due to successful implementation of job rotation policy.

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What is meaning of job rotation in HRM Job rotation is movement of employees on different job role which enriches their skills, ability to work on different roles and experience. What is definition of job rotation in HRM Job rotation is defined as a management technique which is used to shift employee from one job to another in order to make them familiar with all the verticals of an organization.

Benefits of Job Rotation Policy The amazing benefits of implementation of employee job rotation policy is listed below- It reduces the exposure to fulfilling the demands of only one job role. It minimizes the strain, physiological stress and fatigue associated to one particular job role. It reduces the fear of employee to be stuck on high risk job. It improves the work efficiency and productivity of employees.

It increases work flexibility among employees and improve the skill base. It provides relief from boredom and complacency. It helps to decrease absenteeism and turnover in the organization. Purpose of Job Rotation Policy The purpose of job rotation policy is to create a talent pool for organization by cross-training the employees. The job rotation policy also serves different purposes as listed below- To create a career path for employees in the organization by rotating their work profile from dead end job To provide the employee opportunity to gain new knowledge and job processes.

To enhance the understanding of the employees about working of the company To keep employee motivated and productive, throughout their journey in the organization To create unity among employees by providing them a chance to work with each other on different projects Job rotation Program, types and Objectives? Here is a way the job rotation program is planned and implemented in the organization- Steps of effective job rotation program Leadership Commitment The management of the organization provides green flag to the job rotation program Selection of Critical Job Positions The critical job position which are hub of useful skills, need frequent replacements and going through turnover risk are often become part of job rotation program Job Analysis The important learning components of the work profile is determined using job analysis Ideal Bench Strength The number of people who should have the skills for the critical job profile is decided.

Assessment and Evaluation The current skills and readiness level of employee is assessed and evaluated before starting the job rotation Development maps The maps such as online learning programs, buddy system, mentoring or special project participation is created for the implementation of job rotation program.

Job period For how long the job rotation program should be implement is determined Selection process Employees are selected using different assessments and performance reviews for job rotation. Internal Communication Employees are informed about the plan of job rotation and its benefits Team orientation The team is oriented about the job changes and new entries in their team Support Check in the milestones of job rotation and provide the support to motivated the employees for learning Rewards The progress of job rotation is communicated to the employee and the better productive team is provided appropriate rewards.

Types of Job Rotation Process Used There are two types of job rotation based on the way the job profile of the employee is changed by the organization. Task rotation - The employees who are working on mentally stressful job or physically demanding job are usually given a task rotation.

In such cases the employees are shifted from stressful job to less demanding job to provide a break from routine work. Position rotation - In the case of position rotation the designation, location or department of the employee is changed by the organization. This provides an opportunity to the employee to gain different skills, knowledge and new work perspectives. Further this has two types namely cross functional rotation and function rotation. During function rotation the responsibilities and area of operation of employee remains same.

While under cross functional rotation the level and job responsibilities of the employee are changed. Objectives of Job Rotation.

The main objectives of the job rotation are listed below- Reduction in monotony: Key objective of job rotation is to reduce the repetitiveness in the job profile of the employee. It provides opportunity to the employee to work on different position. It is a motivational tool to enhance job satisfaction.

Succession Planning: Job rotation develops a pool of employees who can replace the existing working employees of the organization. It provides an immediate replacement for the high profile employees working the organization through internal promotion. Right Job fit: The objective of the job rotation is to place a right employee at right job in the organization. Fitting right employee in right vacancy is the aim of the job rotation program.

Exposure to all the verticals: Due to job rotation the employee get brief idea about how things work in the organization. It provides basic knowledge about the operations of the organization and makes the employee aware about their contribution in the outcome of the organization. Improve the employee skills and competencies: Job rotation actually tests the different skills and competencies of the employees.

Due to exposure to diverse work profiles the skills of the employees gets sharpened and it increases their productivity. It prepares them for the future challenges and helps them to adapt as per the changes in the market. Advantages and disadvantages of Employee job rotation program Although employee job rotation program is often used for the benefit of employee and organization, still there are certain definite advantage and disadvantage of employee job rotation as listed below- Advantages of Employee job rotation Eradicate boredom Job rotation reduces the job repetitiveness and improves job satisfaction Supports development It supports the overall development of the employees.

It helps in skill enhancement as well as mental well being of the employees. Ensure you measure the progress and development at intervals, not just at the start and the end. Interval analysis can reveal certain problems and help you fix them before they turn into a bigger issue.

As discussed earlier, it takes plenty of planning to set up an effective job rotational program. The above three steps will help an organization set up the program efficiently, but there are certain pitfalls organizations must be aware of.

During planning, implementation and the assessment the organization might find aspects of the program problematic or challenging. If at any point the plan is not found to be working properly, it must be flexible enough to be changed and tweaked. Even though employees can benefit from this program, not everyone will get on board immediately. Convincing everyone in the organization to participate in the project will be a tough ask.

Furthermore, the implementation process will take time and require an organization-wide effort. The training part, especially, will be a learning curve at the start. Therefore, creating a solid and flexible plan will be crucial for the project to succeed.

It is essential to support the employees throughout the process. The process of swapping jobs with someone can turn out to be a stressful experience, even if the employee was looking forward to. In addition, the mentoring of employees and providing them with feedback will also increase the workload of employees and managers.

Finally, when you are defining the goals of the project, you must pay attention obtaining employee feedback and ideas. The objectives you want to achieve should reflect both the needs of the organization and the employee.

A job rotational program can be a useful strategy for most organizations. Nonetheless, implementing this program requires plenty of planning and careful consideration. Organizations can not only boost their bottom line, but also ensure employees learn the required skills to be more flexible and feel challenged enough to want to continue to be part of the organization.

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Not yet a member? Sign Up. What Is a Job Rotation? Post a Job Are you a job seeker? Right from the start: Effective job rotations When properly implemented, a job rotation program can be highly beneficial to your company. Successful job rotations share these traits: A defined goal: Before you start using job rotation, you should have a reason with a definitive target to work toward.

An effective job rotation program addresses issues the company currently faces and ways in which procedures could be improved. A planned structure: After setting a goal, creating a detailed plan for achieving it is key. You should have plans for the length of each rotation, which employees will be moving and where, and what the expectations are of each person in their new role.

Measurable results: Having targets that you can measure directly instead of aiming for abstract concepts without outlining methods of determining success makes assessing the results of your job rotation program significantly easier.

Mutually beneficial arrangements: The best job rotation programs offer benefits for staff as well as the company. Increase your companies employee value proposition when seeking new talent by offering employees perks such as flexible schedules and growth opportunities. Clear communication: Maintaining open lines of communication throughout the rotation ensures that your employees understand expectations and gives them a path to share their opinions about how the project is going.

Thorough documentation: Keeping accurate records is a good business practice in general and is of particular importance during job rotation programs. Adjustment in response to results: Ideally, your initial plan will unfold flawlessly; however, there will likely be room for improvement.

By assessing performance regularly, you can make real-time adjustments or note possible changes for future job rotation plans to improve results. Although rotation programs can yield major business results, organizations must implement them strategically. Following these three best practices can help rotation programs achieve business impact:.

Learning leaders should consult subject matter experts SMEs in each rotation area to determine accurate training times and then plan out the length of the program accordingly.

Of course, training times are largely depend on the organization. What works for one organization may not work for another. By consulting with SMEs and considering organizational dynamics, learning leaders can determine the best length for each rotation. When launching a rotation program, Masterson recommends rotating employees through different roles within a single department before rotating them through different departments.