INTRODUCTION

Job rotation is the structured interchange of workers between different jobs, requiring
workers to rotate between different workstations or jobs at certain time intervals. Job rotation
increases the variety of tasks required as the worker takes on more duties, enlarging the
physical demands and adding variety to the job. The objective is to provide a consistent and
systematic method of developing formal job rotations that are based on the requirements of
the jobs being rotated.
It’s important to remember that job rotation alone does not change the risk factors present in
the workplace, it only distributes the risk factors more evenly across a larger group of people.
While the risk for some individuals will be reduced, the risk for other employees may be
increased due to the new exposure to different and sometimes higher-risk job demands. Job
rotation alone produces no net change in risk factors present. We should emphasize to our
clients that while job rotation is an effective control measure for jobs that have been
identified as “problem” or “high-risk” jobs, it is not desirable risk factors are “hidden” by
administrative controls. Obviously, ergonomic problems should be addressed and fixed
whenever possible. With the above “caution” being stated, it’s equally important to recognize
the many great benefits to implementing job rotation in the RK metal roofing ltd.

Benefits of Job Rotation

Many studies have identified a variety of benefits from implementing job rotation including
 Reduced exposure to focused physical demands of one job.

 Reduced physiological stress, strain, and fatigue to muscle group used for one job.

 Reduces employee exposure to high-risk job demands.

 Reduced incidents and severity.

 Increased innovation and improved work process efficiency.

 Improves employee skill base and increases job assignment flexibility over time.

 Reduced boredom and complacency.

 Increased productivity & quality.

  Reduced absenteeism & turnover.

Objectives
 Reducing Monotony of the Job.
 Succession Planning.
 Creating Right-Employee Job Fit.
 Exposing Workers to All Verticals of the Company.
 Testing Employee Skills and Competencies.
 Developing a Wider Range of Work Experience.

Importance of Job Rotation

 Performance improvement driven by unique view points of new employee.

 Increased innovation and idea generation.
 Better understanding and co-operation.
 Job rotation employees developed himself a lot and learn about the job.

Methods of Job Rotation

Job Rotation

Job rotation refers to a systematic shifting of employees from one job to another and,
in most cases, over prearranged intervals. It essentially involves rotating employees from one
position to another in a lateral fashion and is characterized by having tasks that require
different skills, and at times, tasks with different responsibilities.

Job Enlargement

Job enlargement as an activity that entails assigning workers additional same level
activities thus increasing the number of activities they perform. It hence means that job
enlargement increases the scope of work laterally without necessary increasing job tasks in a
horizontal fashion.

Job Simplification

Job Simplification are simplified or specialized a given job is broken down into
small sub-parts and each part is assigned to one individual.
 Job Enrichment

Job enrichment is one of the most common interventions to improve performance at

the individual level of analysis. Job enrichment efforts have been discreetly but dependably
successful in achieving their intended objectives. Of importance to note here is that they have
led to attainment of organization objectives. Job enrichment and employee empowerment
coupled with compensation mechanisms have had a positive effect on employee commitment
and loyalty. The implication of this argument is that job enrichment is not necessarily a stand-
alone as a determinant of employee productivity but never-the-less is an important
determinant of such workplace productivity.

Perhaps one of the strongest persuasions in favor of job enrichment as a structural

intervention lies in the fact that it meets employee’s psychological and social needs besides
increasing employee motivation to work, which consequently has the benefit of increasing an
employee’s work satisfaction levels. The overall effect of such a motivated employee is
workplace productivity.
NEED OF THE STUDY

 The study helps to understand the concept of job rotation.

 To helps for the development of employees in the company.
 To evaluate the working environment of the employees.
 To focus on knowing trust relationship among the employees

SCOPE OF THE STUDY

 The study is well planned practice to reduce the boredom of doing same type of job.
 The study serves the purpose of both management and employees.
 To helps the management in discovering the talent of the employees.
 To reduce the monotony of the employees.