What does job rotation mean?
Job rotation is the systematic movement of employees from one job to another within the organization to achieve various human resources objectives such as orienting new employees, training employees, enhancing career development, and preventing job boredom or burnout.
What is job rotation example?
In a sense, job rotation is similar to job enlargement. This approach widens the activities of a worker by switching him or her around a range of work. For example, an administrative employee might spend part of the week looking after the reception area of a business, dealing with customers and enquiries.
What is the main aim of job rotation?
A job rotation is a technique in which employees are moved between two or more jobs in a planned manner. The objective is to expose the employees to different experiences and wider variety of skills to enhance job satisfaction and to cross-train them.
What is the 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. It is a useful HR strategy to create awareness among employees about all types of job performed in their vertical.
Is job rotation a good method?
Job rotation is considered as an effective tool for successful implementation of HR strategy. It is about settling employees at the right place where they can deliver the maximum results. Job rotation helps HR managers determine who can be replaced by whom and create a suitable and beneficial fit.
How is job rotation done?
Job rotation is the practice of moving employees between jobs in an organization. These rotations are predominantly lateral, meaning that they happen between jobs on the same level and are not considered promotions. They are also often temporary with people moving back to their original job after a certain time.
What are the types of job rotation?
There are two general types of job rotation. Task rotation involves cycling an employee from a physically stressful or tedious job to a different position for a while and then moving the employee back. The purpose is to give the employee a bit of a break and hopefully increase job satisfaction and motivation.
Is job rotation bad?
Work suffers at the end of the day and eventually the organization is at loss. Job rotation also leads to stress and anxiety among employees. Employees are reluctant to come out of their comfort zone and hardly contribute in other department. For them, job rotation is another formality or process imposed on them.
What is the process of job rotation?
Job rotation is a strategy where employees rotate between jobs at the same business. Employees take on new tasks at a different job for a period of time before rotating back to their original position. With a job rotation system, employees gain experience and skills by taking on new responsibilities.
What does it mean to do job rotation?
Job Rotation – Meaning and its Objectives. Job Rotation is a management approach where employees are shifted between two or more assignments or jobs at regular intervals of time in order to expose them to all verticals of an organization. It is a pre-planned approach with an objective to test the employee skills and competencies in order
What is a job rotation program in HRM?
Job rotation program is a full active plan about work rotation of the employee based on the skills that each employee should gain, the work need of organization and future succession planning of the organization. Here is a way the job rotation program is planned and implemented in the organization-
How often is an employee recommended for job rotation?
Employees will be recommended for job rotation process based on the maximum tenure, twice in a year. Drawing a career path of the employees after job rotation. The new job likely to be assigned to the employee is identified.
Why do I have to do task rotation?
Task rotation is usually for employees who are too tied up in jobs that are either too mentally stressful or too physically demanding. The Human Resources team of organizations then switch their jobs from a high demanding job either physically or mentally to a lesser demanding job where the employees get a break from the routine work.