JOB

ROTATION
Giri Subashne M(17AA10)
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Janani R(17AA13)
Mahesh Priya K(17AA18)
Ramya R(17AA29)
Suryaa R(17AA38)
Job Rotation
 It is a management approach where employees
are shifted between two or more assignments at
regular intervals of time in order to expose them
to all operations of an organization
 It is the best way to keep employees away from
boredom
 It helps employees to apply their knowledge ,
abilities, and interests
Objectives of Job Rotation
 Reducing monotony
 Succession planning
 Testing employee skills and competencies
 Creating employee-job fit
 Exposing workers to all verticals of the
company
 Developing wider range of work experience
Origin of Job Rotation

 Since late 1980’s Job Rotation has been developed

and mainstreamed as an active labor market tool
in Denmark

 Job Rotation originated in Denmark as a

collaborative development amongst trade unions,
employers and training institutes
Potential of job rotation

FOR INDIVIDUAL

1. Job enrichment
2. Overall development
3. Intrinsic motivation to perform caused by
newer challenges
4. Career development
FOR AN ORGANIZATION

1. Leadership development
2. Aligning competencies with organizational
requirements
3. Lower attrition rates
4. Performance improvement driven by unique view
points of new people
Process(3 P’s)

Plan in advance

Preparation

Performance check
Job rotation needs to have a staged
introduction:
 Exploration:-
 Job rotation should be initiated only after the peak
loads have been addressed.
 Job rotation can work with jobs with similar levels of
risk and difficulty.

 Planning:-
 The jobs, sequencing, and supervision should be planned
to accommodate foreseeable circumstances.
 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,
productivity at start up and initial difficulties in
formalizing the schedule, these need to be planned
for.
 Evaluation:
 It is suggested to measure a baseline of what the
situation was like before the rotation.
 After implementation, listen to feedback to modify
the process.
Types of Job Rotation

Task Rotation
 It takes place in jobs that involve a high degree of
physical demands on the body or extremely
tedious job
 Employees are periodically removed from these
mentally stressful or physically demanding tasks
to a less demanding tasks for a while to give them
a break
Process Rotation

 It is the process of laterally moving an employee

to different geographical location
 The purpose behind this type of rotation is to
personally and professionally develop the
employee by exposing them to new knowledge ,
skills and perspectives
Keys to effective job rotation
 Job Rotation must start with an end goal.
 Job rotation must be carefully planned.
 Employees should be able to assess whether the job
rotation is achieving the goals.
 Both the employee and the organization need to benefit
from the job rotation.
 A mentor, internal trainer, or supervisor/trainer must be
provided at each step of the job rotation plan.
 Written documentation, an employee manual, or online
resource can be used to enhance employee learning.
Roadblocks
Cultural issues
The first set of difficulties are associated with the challenge of
changing the work structure
 Experienced workers not wanting to learn new types of work
 Employees not wanting to lend their equipment to others
 Pre-existing differences in wage levels among employees whose jobs
are to be rotated
 High-seniority employees who have paid their dues working at difficult
jobs may believe that they have earned their right to easier jobs and
may resist going back to more difficult work.
 Practical problems of physically getting from one job to the next
Rotation issues
The other set of difficulties we have to face is issues
surrounding the rotation schedule itself
 Difficulties in finding appropriate jobs to rotate
 Difficulties for employees in learning the subtleties
of some tasks and thus end up increasing the physical
demands
 Inability of some employees to be physically able to
perform the most difficult tasks
 Education and training of workers for new jobs
 Inconsistency of application
Potential Barriers to Job Rotation

 Not all jobs and departments are good fit for job rotation
 Short term productivity losses and product quality issues
 Workers not qualified for some jobs due to restrictions or
ability
 Union or other workplace policies related to job bidding
and compensation
 Supervisors are not convinced that the benefits are worth
the perceived costs
Importance of Job Rotation

 Job rotation is one of the methods of identifying an

effective job design for an employee.
 Job rotation gives an exposure to an employee across
different verticals and domains of business operations.
 The employee is rotated across various job profiles, which
shows the employees where they best fit.
 It also showcases the apt skills which an employee
possesses and areas where training and development is
required.
Importance of Job Rotation
 Reduces exposure to focused physical demands of one job
 Reduces the physiological stress, strain, and fatigue to the
muscle group used for one job
 Reduces MSD incidents and severity
 Increase innovation and improved work process efficiency
 Improves employee skill base and increases job
assignment flexibility over time
 Increased productivity & quality
 Reduced absenteeism & turnover
 Reduced boredom and complacency
Advantages
 Reduces the monotony and repetitiveness involved in a job
 Develop a pool of employees who can be placed at senior level
when someone gets retired or leaves the organization
 Exposing workers to all operations of the organization in order
to make them aware how company operates and how tasks are
performed
 Testing and analysing employee skills and competencies and
then assigning them the work they excel at.
 Provides opportunity to broaden one’s knowledge
 To prepare workers in advance to have a wide range of work
experience and develop different skills and competencies for an
overall development of an individual
 It increases satisfaction
 Improves earning capacity and provides job security
Disadvantages

 Frequent interruption
 Reduces uniformity in quality
 Misunderstanding with the union members
 Employees have fear of performing different tasks
effectively
 Cost of implementation
Job Rotation in Indian companies
 Internal Job Rotation, The New IT Retention Mantra
Many IT companies like TCS, Infosys, Wipro, Cisco follow internal job rotation
policy to retain their employees
 IT major Wipro is currently running two independent programmes Vista and
Wings with in that are internal job posting sites for Wipro Infotech and Wipro
Technologies, respectively.
 Infosys Technologies has also identified various career ladders to which
employees are assigned, based on their competencies and the business
requirements . Infosys has introduced an onsite rotation policy for employees
and set an upper limit of 18 months on the duration that employees can stay
in overseas locations when they go for client-specific work.
 TCS, has a job rotation policy that exposes its employees to new
responsibilities, functions or geographies on a regular basis. TCS uses job
rotation to develop its future managers by exposing them to various business
situations.
Survey on job rotation