Human Resource

Management
Project
Job Rotation
Rohan Budhiraja
Ty-A ; Roll no. 3036

2011
What is Job Rotation?

Job rotation is a process 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. With job rotation, an employee is
given an opportunity to perform different jobs, which enriches his skills,
experience and ability to perform different jobs. However, the jobs offered
under job rotation are more or less of the same nature. As a result, he
will be skilled to a new job which is more or less similar to his earlier job.

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.

At the senior management levels, job rotation - frequently referred to as

management rotation, is tightly linked with succession planning -
developing a pool of people capable of stepping into an existing job. Here
the goal is to provide learning experiences which facilitate changes in
thinking and perspective equivalent to the horizon of the level of the
succession planning.

For lower management levels job rotation has normally one of two
purposes: promotability or skill enhancement.
 Benefits of Job Rotation

1. Raises intrinsic reward potential of a job: Job Rotation is likely to

raise intrinsic reward potential of a job due to different skill and abilities
needed to perform it. A worker becomes a broader based versatile worker
due to job rotation. Management gets the benefit of job rotation because
workers become competent in several jobs rather than only in one job.
Staff adjustment in different department is possible easily due it the
practice of job rotation.

2. Beneficial to the organization: Due to job rotation, the organization

stands to gain because of the versatility of its employees who develop
skills due to job rotation. It develops a common culture because of wide
and common exposure to workers.

3. Worker becomes competent in several jobs: Due to job rotation,

workers know about a variety of jobs. It also facilitates personal growth of
employees and makes the workers more useful and valuable to the
organization. The organization stands to benefit as the workers become
competent in several jobs. As and result, the management gets
employees who can perform a variety of tasks to meet contingencies.

4. Improves inter-departmental co-operation: Periodical job rotation

improves inter-departmental co-operation. Employees understand each
other’s problems properly and this facilitates co-operation among them.
5. Motivates employees: Job rotation technique is used for motivating
employees in the organizations. It is suggested as a motivational
strategy.

6. Reduce Boredom: Job rotation reduce boredom and disinterest

among employees. Due to job rotation, a given employee performs
different jobs of more or less the same nature. The employee gets some
variety of work, workplace and peers.

7. Develops wide skills among workers: job rotation develops and

wide range of skills among employees. It broadens knowledge and skills
of an employee. Personal worth of employee also improves.

Stages required for Job Rotation

Exploration:- Job rotation should be initiated only after there has been
an ergonomic assessment and engineering solutions to musculoskeletal
risk factors have been implemented. In particular, it should be initiated
only after the peak loads have been addressed. Job rotation can work
with jobs with similar levels of risk and difficulty. It can be used to
provide variety in jobs that are highly repetitive and monotonous or jobs
that can be adjusted to different workers.

Planning:- The jobs, sequencing, and supervision should be planned to

accommodate foreseeable circumstances such as a range of training,
skills, and capacities of workers in the rotation sequence. The
reintroduction of injured workers should in particular be considered.
Training:- An important and often forgotten requirement is the need for
retraining. There needs to be an adequate training and a phase-in time.
Implementation:- There is the potential for a decrease in quality and
productivity at start up, and initial difficulties in formalizing the schedule.
These need to be planned for.

Evaluation:- It is important to treat each new job rotation as if it was a

pilot study. Given the difficulty of performing controlled evaluations of job
rotation effectiveness in each workplace, it is suggested to measure a
baseline of what the situation was like before the rotation (injuries, ,
worker satisfaction, absenteeism, etc.) so that you can have a before
and- after picture of the effect. Another way to assess the effectiveness
would be to monitor the effect on the workers who were being rotated out
of the easy jobs; use them as the models to make sure that the rotation
was not increasing output. After implementation, listen to feedback to
modify the process.

Job Rotation as a method to promote

competitiveness

1. Job rotation meets company training needs.

2. It improves qualifications and skills of employees.

3. Job rotation is a good way to motivate the work force in an

organization.

4. It is the core element of sound staff development.

5. It helps to develop an adaptable and skilled workforce.

 6. It helps companies to avoid loss of production during periods of
training.

Job Rotation as an active labour market

tool
1. Job rotation provides training and qualification for unemployed
people.

2. It brings unemployed persons closer to the labour market.

3. It provides training and further qualifications for employees,

strengthening their position in the labour market.

4. It can prevent bottlenecks occurring in employment sectors.

Job Rotation as a retention strategy

Job rotation is also a very reliable technique for improving retention.
Employees who feel stagnant in their job will passively search for a
new job. Many recruiters target 'passive job seekers' because they
have fresh competitive knowledge. By encouraging rotation, you are
promoting personal growth and substantially reducing the chance that
an employee will become a 'passive job seeker.' Employee rotation
improves morale, increases your employees' effectiveness, saves your
company's recruiting funds, and helps to keep your employees away
from your competition.
Job Rotation as a method to increase
productivity

Each time an employee rotates into a new role, he or she gets a new
challenge and set of responsibilities. The employee brings increased
internal relationships, a new perspective and afresh drives to succeed.
When those factors converge, your company receives a big boost from
within.

Another benefit is that the employee brings invaluable experience

gained while in their previous position with your company. Knowing
how different functions of the company operate often provides
interesting insights into how the employee's new position can be more
effective and efficient.

Another benefit is that the employee brings invaluable experience

gained while in their previous position with your company. Knowing
how different functions of the company operate often provides
interesting insights into how the employee's new position can be more
effective and efficient. If the position they are moving into was
created, the employee can offer more ideas than if they were brought
in new. The end result is a pipeline of fresh ideas moving throughout
your company. The goal is always to do what works best for your
business.

In most businesses, a defined employee rotation program will

substantially improve long-term success. Make sure your employees
understand their options and have easy access to internal job postings
from various departments of your company. If you have not yet
instituted employee rotation, be proactive and make strategic
employee rotation part of your normal operations and business culture
Important things to be kept in mind for
Job Rotation

1. Plan everything in advance.

2. The employees going in for job rotation should be mentally and
physically prepared or otherwise they will not work in newer
condition.
3. Check the performance as well as qualification of worker so that the
new environment suits him.
4. Non performers or poor and constant performers should be given
extensive training before considered for job rotation.
5. Employees should be given training from time to time so that they
can give good performance and the real purpose is fulfilled.
6. Employees should possess knowledge, skills and right attitude.

Job Rotation in organizations

Job Rotation in HDFC Bank

 In HDFC Bank all employees involved in the Job Rotation Schedule.
In HDFC Bank the staff gets rotated in every 6 months and the officers
get rotated in every 3 years.

The flexibility and consideration is given to those employees who

have Physical difficulty for such employee there is no Job Rotation for
example: Deaf and Dumb. Job Rotation takes in bank for other new
comers to show their work as per their knowledge and to avoid frauds.

For Job Rotation of the employees meeting are held in every 6

months and for officers it is 3 years. The employees are been provided
with the rule and regulation.

Job Rotation in Indian Overseas Bank:

In JOB all the employees involved in the job rotation schedule, the
staffs, clerks and officers. The staffs and clerks have internal rotation and
officers get rotate to other branch.

As per the Bank rule the staff gets rotated in every 6 months and
the officers get rotated in every 3 years. The flexibility and consideration
is been given and those individual who have physical deficiency have no
job rotation.

The employees are involved in the rotation schedule for other

individual to their talent and to avoid malpractices and frauds. Meetings
are held to know the employee which further position he will take place to
determine interest and gain involvement. According to the employee
performance and response towards his job on that basis the job is
rotated.

Job Rotation in RBI

In RBI the job rotation is mainly concerned with the officers. The
officers in RBI get their job rotated in every year. For such job rotation
the employees who are going to get rotated meeting are held so that the
officers get to know their future role. According to the rules and
conditions to determine interest and gain involvement.

Disadvantages of Job Rotation

1. Frequent interruption :-

Job rotation results in frequent interruption of work .A person who is

doing a particular job and get it comfortable suddenly finds himself shifted
to another job or department. This interrupts the work in both the
departments.

2. Reduces uniformity in quality :-

Quality of work done by a trained worker is different from that of a new

worker. When a new worker is shifted or rotated in the department, he
takes time to learn the new job, makes mistakes in the process and
affects the quality of the job.

3. Misunderstanding with the union member :-

Sometimes job rotation may lead to misunderstanding with members of

the union. The union might think that employees are being harassed and
more work is being taken from them. In reality this is not the case.
4. The return on investment in cross-functional job rotation for selected
groups such as graduates and high-fliers can be comparatively low
without effective selection arrangements.

5. Cross-functional job rotation for selected groups can make considerable

demands on the support of the colleagues of participants.