Rotation Job
An early and primitive effort at dealing with the routineness in work was the use of job
Rotation . When an activity no longer is challenging the employee would be rotated to another job, at the same level ,that has similar skill requirement .The shifts can include as few as two people –rotation being merely an exchange of
jobs . However the organization can provide much more elaborate rotation designs where a dozen or more
employees are involved.
The strength of job rotation is that it reduces boredom through diversifying the employees’ activities. Of course it can also have indirect benefits for the Organization since employees with a wider range of skills give management more flexibility in scheduling work adapting changes and filling vacancies .On the other hand job rotation is not without its drawback.
Training costs are increased and productivity is reduced by moving a worker into a new position just when his or her efficiency at the prior job was creating organizational economies ,Job rotation also creates disruption .Members of the work group have to adjust to the new employee. The supervisor may also have to spend more time answering question and monitoring the work of the recently rotated employee Finally job rotation can demotivate intelligent and ambitious trainees who seek specific responsibilities in their chosen specialty.
Most training takes place on the job This can be attributed to the simplicity of such methods and their usually lower cost .Popular on-the-job training methods include job rotation and
understudy assignments. Job rotation involves lateral transfer that enable employees to work at different jobs. Employees get to learn a wide variety of jobs and gain increased insight into the interdependency between the jobs and a wider perspective on organizational activities .New employees frequently learn their jobs by understudying a seasoned veteran .In the trades this is usually called an apprenticeship In white –collar jobs, it is called a coaching or mentor relationship .In each the understudy works under the observation of an experienced worker, who acts as a model whom the understudy attempts to emulate.
Both job rotation and understudy assignments apply to the learning of
technical skills .Interpersonal and problem-solving skills are acquired more effectively by training that takes place off the job.
Job rotation should not be implemented as a policy. In case of workers some of them are so highly proficient in their trade that the company would have earned a reputation in making that part or product because of the worker. In the case of
executives, technical executives must be rotated in technical areas and same logic for the non-technical area executives. Job rotation has achieved good results in Marketing function, may be due to fresh marketing personnel faces, ideas and fresh customers or new customers trying to establish rapport with each other.
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