How Job Rotation Is Important For An Organization
Boredom can be kept away from the employees through job rotation. Employees cannot sustain his interest in a given job for long period, as it is human tendency to change their jobs. Stimulating humans mind through variety of challenges is the best way to bring out the creative perception and taking the performance of individual and organization to higher level.
Potentials of job rotation
A well planned job rotation programme has positive impact on job satisfaction, involvement of people and retention of people in the organization. Certain outcomes of job rotation for the individuals are:
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Job improvement.
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Overall development.
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Internal motivation for new challenges.
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Career development.
Whereas for an organization, some or all of them from the following can be included as an benefits:
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Developing leadership.
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Positioning competencies with organizational requirements.
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Attrition rates is low.
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Unique ideas of new people improve the performance.
The state of job rotation
In today\'s industry job rotation is no more an important tool for implementing HR strategy of the company. Job rotation has become a means for punishing poor performance, settling scores for organizational politics, where few percentage of employees are shifting in pre-designated areas every year.
Realizing the potential of job rotation
A planned system policy should be taken into account, in order to realize the potential of job rotation.
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Interest of an organization- employee commitment, rate of attrition, issues of specific business etc.
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Employees eligibility- qualification, experience, ability etc.
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Nature-mandatory or voluntary.
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Basis of selection etc.
Job rotation implemented in the company might get diluted and becomes a cause of sagging motivation of an employee, in the absence of above aspects.
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