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JOB ROTATION

INTRODUCTION
Definition:
The systematic movement of employees from one job to
the other.

• Job rotation helps enhance an employees skills, abilities


and experience
• Jobs are more of less of similar nature
• Job remains the same, person is changed
BENEFITS OF JOB ROTATION
• Benefit to the organization – versatile
• Worker becomes competent in several jobs
• Improves inter-departmental co-operation
• Motivates employees
• Reduces boredom
• Develops wide skill set among workers
LIMITATIONS

No effect on employee
Reduces interest in the
enthusiasm and
job
efficiency

Increases training cost


and flow of work is
affected
JR AS A METHOD OF
MANAGEMENT DEVELOPMENT
• Internal method of management development
• Planned basis
• Used on managers
• Broader exposure – understand the features of different
jobs
• Provides better insight
ADVANTAGES
• Facilitates inter-departmental co-operation
• Wider exposure to managers
• Current and practical training
• Removes monotony
• Testing of the manager’s abilities
DISADVANTAGES
• Difficult to adjust with new bosses
• Changes in position may also affect the morale
• Personal factors
• Affects the work of different departments
JOB ENRICHMENT
INTRODUCTION
• Method of Job Design
• Aims to increase motivation and employee initiative
• Improving content of the job
• Based on the assumption that jobs should be made
interesting and challenging
• Aims at making the job more interesting, satisfying,
responsible, and more rewarding
• Increase in employee satisfaction
• Deliberate upgrade
• Make every employee a manager
• Employee’s personal growth
JOB ENLARGEMENT JOB ENRICHMENT

Involves horizontal Involves vertical loading


loading of jobs. In some of the job so that the
cases vertical loading too. worker controls the
planning and execution
More work at the same Greater autonomy and
level of responsibility responsibility
CHARACTERISTICS
ADVANTAGES
• Increased motivation
• Better performance
• Job involvement
• Job satisfaction
• Meets psychological needs of the worker
• Provides a sense of achievement
DISADVANTAGES
• Success depends upon the willingness of the employee

• Only enrichment doesn’t motivate the employee. There


needs to be other incentives as well

• Opposition from unions


STEPS IN JOB ENRICHMENT
RECRUITMENT
INTRODUCTION
• Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the
organization.
• Recruitment = First contact that an organization makes
with it’s potential employees.
• Is a ‘Positive Function’

NEED FOR RECRUITMENT:


• Vacancies due to promotions, transfers, retirement,
termination, etc.
• Creation of new vacancies due to growth, expansion,
diversification of activities.
FACTORS AFFECTING RECRUITMENT

INTERNAL FACTORS
EXTERNAL FACTORS -Recruitment Policy
- Supply & Demand
- Size of the Firm
- Unemployment Rate RECRUITMENT
- HRP
- Labor Market
- Cost of Recruiting
- Image
- Growth and
Expansion
SOURCES / METHODS

INTERNAL SOURCES EXTERNAL SOURCES

ADVANTAGES: ADVANTAGES:
- Economical - New Skills, Talent & Experiences
- Security and Continuity of - Selection can be made in an
Employment impartial manner
- Enhances Morale & Motivates - Wide scope available
- Quick and Reliable - Fulfill reservation requirements

DISADVANTAGES: DISADVANTAGES:
-Young workforce -Costly
- Morale problem for those not - Old employees feel frustrated /
promoted lose sense of security
- Encourages favoritism - Adjusting takes time
INTERNAL SOURCES / METHODS
EXTERNAL SOURCES / METHODS
IMPORTANCE OF RECRUITMENT
• Meet legal and social obligations
• Identifying and Preparing potential job applicants
• Determine present and future requirements
• Reduce turnover
• Increase organizational and individual effectiveness

A well planned and well managed recruitment process = high


quality applicants

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