MSG Team's other articles

8900 Designing an Effective Pay and Perks Package across the Organizational Hierarchy

The Five Challenges of Determining Pay and Perks Challenges in Organizations Ensuring fair pay and perks packages across the organizational hierarchy can be challenging for Human Resources or HR Personnel. For one, they have to ensure that the Pay Gap between the Topmost and the Lower most levels is not too high to demoralize the […]

9153 Employee Relationship Management (ERM)

Employees are the major assets of an organization. It is essential that the employees perform together as a collective unit and contribute equally towards the realization of a common goal. No task can be accomplished if the individuals are engaged in constant conflicts and misunderstandings. It has been observed that targets are achieved at a […]

11449 Summer Internships in Business Schools: How to Choose Them

The typical business school course is structured in such a manner that students get the chance to intern in companies during the break between the first and the second years. These summer internships provide valuable on the job experience though the typical duration of a summer internship is two or three months. The point here […]

12543 Building Youth Entrepreneurship Through Education

Though people say and believe that Leadership is born and cannot be learnt, the saying may not hold ground in all circumstances. When it comes to Youth and Entrepreneurship, a sustained effort to build leadership or entrepreneurial ship definitely helps and yields results. Youth Entrepreneurship is an amalgamation of attitude, character, behaviour, passion, natural orientation […]

11489 Talent Management – Opportunities and Challenges

There is no dearth of professionals but there is an acute shortage of talented professionals globally. Every year B-schools globally churn out management professionals in huge numbers but how many of are actually employable remains questionable! This is true for other professions also. The scenario is worse even in developing economies of south East Asia. […]

Search with tags

  • No tags available.

Job Rotation is a management approach where employees are shifted between two or more assignments or jobs at regular intervals of time in order to expose them to all verticals of an organization. It is a pre-planned approach with an objective to test the employee skills and competencies in order to place him or her at the right place. In addition to it, it reduces the monotony of the job and gives them a wider experience and helps them gain more insights.

Job rotation is a well-planned practice to reduce the boredom of doing same type of job everyday and explore the hidden potential of an employee. The process serves the purpose of both the management and the employees. It helps management in discovering the talent of employees and determining what he or she is best at. On the other hand, it gives an individual a chance to explore his or her own interests and gain experience in different fields or operations.

Job Rotation Objectives

Job Rotation Objectives

  • Reducing Monotony of the Job: The first and foremost objective of job rotation is to reduce the monotony and repetitiveness involved in a job. It allows employees to experience different type of jobs and motivates them to perform well at each stage of job replacement.

  • Succession Planning: The concept of succession planning is ‘Who will replace whom’. Its main function of job rotation is to develop a pool of employees who can be placed at a senior level when someone gets retired or leaves the organization. The idea is to create an immediate replacement of a high-worth employee from within the organization.

  • Creating Right-Employee Job Fit: The success of an organization depends on the on-job productivity of its employees. If they’re rightly placed, they will be able to give the maximum output. In case, they are not assigned the job that they are good at, it creates a real big problem for both employee as well as organization. Therefore, fitting a right person in right vacancy is one of the main objectives of job rotation.

  • Exposing Workers to All Verticals of the Company: Another main function of job rotation process is to exposing workers to all verticals or operations of the organization in order to make them aware how company operates and how tasks are performed. It gives them a chance to understand the working of the organization and different issues that crop up while working.

  • Testing Employee Skills and Competencies: Testing and analyzing employee skills and competencies and then assigning them the work that they excel at is one of the major functions of job rotation process. It is done by moving them to different jobs and assignments and determining their proficiency and aptitude. Placing them what they are best at increases their on-job productivity.

  • Developing a Wider Range of Work Experience: Employees, usually don’t want to change their area of operations. Once they start performing a specific task, they don’t want to shift from their comfort zone. Through job rotation, managers prepare them in advance to have a wider range of work experience and develop different skills and competencies. It is necessary for an overall development of an individual. Along with this, they understand the problems of various departments and try to adjust or adapt accordingly.

Job rotation is a well planned management approach that is beneficial both for employees and management.

Article Written by

MSG Team

An insightful writer passionate about sharing expertise, trends, and tips, dedicated to inspiring and informing readers through engaging and thoughtful content.

Leave a reply

Your email address will not be published. Required fields are marked *

Related Articles

Benefits of Job Rotation

MSG Team

Approaches to Job Design

MSG Team

Advantages and Disadvantages of Job Analysis

MSG Team