04.Job Rotation
Job rotation is a practice where an employer
moves employees to a new role that is equal to their previous role, either on
an ongoing basis or for a set period (Huang, 1999). Job rotation is a lateral
move rather than any type of promotion, although it can benefit the employee
and the employer. It may happen on a regular schedule where an employee rotates
through multiple jobs per year, or it may be a temporary rotation into a new
job for a short period before the employee returns to their original position (Huang,
1999).
While job rotation requires the person being
rotated to have the right qualifications, it is an opportunity for employees to
learn new skills. For instance, an employer can't rotate a nurse into a
doctor's role because of the differing qualifications for those roles, but a
nurse can move into a nursing role in different departments within the same
organization. (Beatty, Schneier & McEvoy, 1987).
According
to Miceli,1999. Job rotation has many benefits,
01.Helps Managers Explore the Hidden Talent
Job Rotation is designed to expose employees
to a wider range of operations in order to assist managers in exploring their
hidden talent. In the process, they are moved through a variety of assignments
so that they can gain awareness about the actual working style of the
organization and understand the problems that crop up at every stage. Through
this process, managers identify what a particular employee is good at and
accordingly he or she is assigned a specific task.
02.Helps Individuals Explore Their Interests
Sometimes, employees are not aware of what
would like to do until they have their hands on some specific job. If their job
is rotated or they are exposed to different operations, they can identify what they
are good at and what they enjoy doing. They get a chance to explore their
interests and hidden potential.
03.Identifies Knowledge, Skills and Attitudes
Job Rotation helps managers as well as
individuals identify their KSA (Knowledge, Skills and Attitudes). It can be
used in determining who needs to improve or upgrade his or skills in order to
perform better. This helps in analyzing training and development needs of
employees so that they can produce more output.
04.Motivates Employees to Deal with New Challenges
When employees are exposed to different jobs
or assigned new tasks, they try to give their best while effectively dealing
with the challenges coming their way. It encourages them to perform better at
every stage and prove that they are no less than others. This gives rise to a
healthy competition within the organization where everyone wants to perform
better than others.
05.Increases Satisfaction and Decreases Attrition
Rate
Exposing employees to different tasks and
functions increase their satisfaction level. Job variation reduces the boredom
of doing same task every day. Moreover, it decreases attrition rate of the
organization. Employees develop a sense of belongingness towards the
organization and stick to it till long.
06.Helps Align Competencies with Requirements
Alignment of competencies with requirements
means directing the resources when and where they are required. It assesses the
employees and places them at a place where their skills, competencies and
caliber are used to the highest possible extent.
Job rotation is an alternative to reduce the
boredom caused due to repetitiveness of tasks and revive their willingness to
handle a job and challenges involved in it with same excitement and zeal.
Conclusion
After studying the benefits and importance of job exchanges, we see that
it is an important process for promoting organizational culture and
organizational productivity. It also helps to develop employees in the
organization or company. ... The organization may or may not benefit after the
program.
Job Rotation is most important to employee engagement. improve employee
motivation through the job rotation and employee helps to avoid service-related
decease.
i. Huang, H. J. (1999). Job Rotation from the
Employees’ Point of View, Research and Practice in Human Resource Management,
7(1), 75-85.
ii. Coşgel, M.M. and Miceli, T.J., 1999. Job rotation: Cost,
benefits, and stylized facts. Journal of Institutional and
Theoretical Economics (JITE)/Zeitschrift für die gesamte Staatswissenschaft, pp.301-320.
iii. Triggs, D.D. and King, P.M., 2000. Job rotation. Professional
safety, 45(2), p.32.
iv. Kaymaz, K., 2010. The effects of job rotation practices on
motivation: A research on managers in the automotive organizations. Business
and economics research journal, 1(3), pp.69-85.
Ortega (2001,pp.1361-1370) stated that, there are three theories of job rotation. "The first theory claims that employees who rotate accumulate more human capital because they are exposed to a wider range of experiences. The more an employee moves, the more he learns. We
ReplyDeleterefer to this as the employee learning theory. The second theory is that the firm itself
learns more about its own employees if it can observe how they perform at different
jobs. To find the job that an employee is best at, the employer needs to move the
employee around and observe how he performs at each position. We call this the
employer learning theory. The last theory is that job rotation motivates employees
who would otherwise become bored and tired of always performing the same tasks.
The theories deliver different predictions regarding the types of employees who are
more likely to rotate and the types of firms where rotation is more likely."
Yes agree with you Theekshana, Recent surveys have revealed that job rotation is used by a significant and increasing number of companies in the United States and other OECD countries.A 1992 U.S. survey by Osterman (1994) reported that 26% of establishments had more than a half of their core employees involved in job rotation.n.A later survey by the same author shows that this percentage had increased up to 50% by 1997 (Osterman 2000).Gittleman et al.(1998) reported that 24% of establishments with more than 50 employees and 12% of all establishments in their sample used job rotation.
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