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Job rotation is also practiced to allow qualified employees to gain more insights into
the processes of a company, and to reduce boredom and increase job satisfaction
through job variation.
The term job rotation can also mean the scheduled exchange of persons in offices,
especially in public offices, prior to the end of incumbency or the legislative period.
This has been practiced by the German green party for some time but has been
discontinued.
For lower management levels job rotation has normally one of two purposes:
promotability or skill enhancement.
In many cases senior managers seem unwilling to risk instability in their units by
moving qualified people from jobs where the lower level manager is being
successful and reflecting positively on the actions of the senior manager.
Many military jobs use the job rotation strategy to allow the soldiers to develop a
wider range of experiences, and an exposure to the different jobs of an occupation.
Job rotation is the surest way of keeping the employee away from complacency and
boredom of routine. It is difficult for an employee to sustain his interest in a given
job for any substantial length of time as humans have the tendency of outgrowing
their jobs through the learning and experience that they gain over a period of time.
Stimulating human mind through diversity of challenges is a sure way to bring to
forefront its creative instincts and in taking the individual and organizational
performance to a higher plane. This is where job rotation can prove to be a handy
tool.
Job enrichment
Overall development
Intrinsic motivation to perform caused by newer challenges
Career development
Where as for an organization, the benefits could include some or all of the following:
Leadership development
Aligning competencies with organizational requirements
Duration
In the absence of aspects brought out above, there is every possibility that the
seriousness with which the job rotation scheme is implemented in the company may
get diluted and become a cause of sagging employee motivation.
Job rotations for workers must include aspects related to work environment, also
along with other individual attributes already explained, so that it adds to his
satisfaction derived from balanced distribution of work load, working conditions and
learning opportunities.
Done this way job rotation gets aligned with career development, leadership
development and employee satisfaction which would finally result in higher levels of
intrinsic motivation among the employees and hence may contribute in retaining
talent.
It provides the employees with opportunities to broaden the horizon of knowledge, skills,
and abilities by working in different departments, business units, functions, and countries
Identification of Knowledge, skills, and attitudes (KSAs) required
Assessment of the employees who have the potential and caliber for filling the position