JOB ROTATION

JOB ROTATION

WHAT IS JOB ROTATION?

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 preplanned 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

OBJECTIVES

To know the satisfaction level of employees. To know what motivational techniques are used by company. To find out employee involvement level in their job. To know employees attitude towards their work.

ADVANTAGES

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 theyre 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.

Developing a Wider Range of Work Experience: Employees, usually dont want to change their area of operations. Once they start performing a specific task, they dont 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.

DISADVANTAGES

Work is disrupted as rotated employees take time to adjust to a new set up. Training costs are increased. It can demotivate intelligent and ambitious trail1ees who seek specific responsibilities in their chosen specialty. Few people have the technical knowledge and skills to move from one job to another. There is no appreciable change in employee satisfaction, unless the jobs aresuch that the person is really interested in them. Thus, the role of job rotation in motivating people is limited

EXAMPLES

Indian Overseas Bank:

In IOB all the employees involved in the job rotation schedule, the staffs, clerks and officers. The staffs and clerks have internal rotation and officers get rotate to other branch .As per the Bank rule the staff gets rotated in every 6 months and the officers get rotated in every 3 years. The flexibility and consideration is been given and those individual who have physical deficiency have no job rotation.
The employees are involved in the rotation schedule for other individual to their talent and to avoid malpractices and frauds. Meetings are held to know the employee which further position he will take place to determine interest and gain involvement. According to the employee performance and response towards his job on that basis the job is rotated.

McDonald's

At McDonald's too, cross-functional job rotations are encouraged, globally and in India. "It is a win-win situation -- win for the organisation, the team and the employee"

LG Electronics

LG Electronics India in the past five years, close to half the Korean electronics major's 2,800 employees have switched functions within the organisation at least twice. LG carried out a large-scale job rotation exercise in its manufacturing and research and development division, the planning began a year earlier. The trigger was LG's need to decentralise the R&D and manufacturing function to the five business units.

Nestl
Flexibility is a requirement for ensuring a positive professional evolution. Staff may requested to move to others positions, or to other locations. Development does not only mean promotion, but it may also be job enrichment, job enlargement and job rotation in a flat and flexible organization like Nestl.

Tata Job rotation an important part of training in Tata so that there is never a shortage of employees in one particular station. It also helps with them gaining a better understanding of the different skills needed in each area, which may improve the employees overall skill level and knowledge.

PROBLEMS FACED BY THE COMPANY Not all employees are eager for change. That's especially true of younger, less experienced officers. "Job rotation did not work well when we tried moving newer employees,. Mc Donald's & LG officials, too, admit that job rotation didn't work with fresh management recruits, who were uncomfortable with the idea of being planted in various functions. Companies need to identify potential job swaps at the right time -- when the employee has matured in a particular function and is mentally ready for a move. Going by the experiences of Indian companies, that means giving employees three years in a job before suggesting a switch.

JOB ENLARGEMEMT

JOB ENLARGEMENT
Job enlargement means assignment of varied tasks or duties of the jobs of employees all on the same level. Herzberg, a pioneer in job design, has characterised job enlargement as simply adding zero to zero. Job enlargement requires appropriate training especially on time and people management. Task related training is not required much since the person is already aware of the same or doing it for some time.

Job enlargement is a horizontal restructuring method that aims at increase in the workforce flexibility. Job enlargement serves to increase variety, lengthens work cycle time and provides wholeness and identity with the task. Job enlargement would also be considered multi tasking by which one person would do several persons jobs, saving the company money and man hours that normally would be paid to additional workers.

EXAMPLES
A clerk in an office who is doing the typing work only may also be assigned the tasks of drafting letters, sorting of incoming mail and filing of letters. This will reduce his boredom and make him satisfied with the job. An auto mechanic undergoes job enlargement when he switches from only changing oil to changing oil, greasing and changing transmission fluid.

ADVANTAGES

Variety of tasks:- Horizontal loading of the task Enlarged and Meaningful work Modules:- one worker completes a whole unit of work or a major portion of it. Optimum Utilization of Abilities Enlarged:Enlarged jobs, with optimal levels of complexity can create tasks. Worker paced Control:-workers move from a machine paced production line to a job which is paced by themselves. Meaningful feedback:-Motivating if it is tied to evaluations and organizational rewards

DISADVANTAGES
Increases work burden :Job enlargement increases the work of the employee and not every company provides incentives and extra salary for extra work. Therefore the efforts of the individual may remain unrecognized. Increasing frustration of the employee :In many cases employees end up being frustrated because increased activities do not result in increased salaries. Problem with union members :Many union members may misunderstand job enlargement as exploitation of worker and may take objection to it.

JOB ENRICHMENT

JOB ENRICHMENT
Job enrichment is an attempt to motivate employees by giving them the opportunity to use the range of their abilities. It is an idea that was developed by the American psychologist Frederick Herzberg in the 1950s. It can be contrasted to job enlargement which simply increases the number of tasks without changing the challenge. As such job enrichment has been described as 'vertical loading' of a job

TECHNIQUES
Turn employees' effort into performance Link employees performance directly to reward Make sure the employee wants the reward.

HOW TO ENRICH A JOB

Given worker more latitude in deciding about such things as work method, sequences and pace or by letting them make decisions about accepting or rejecting materials. Giving workers a felling of personal responsibility for their tasks.

Taking steps to make sure that people can see how their tasks contribute to a finished products and the welfare of the enterprises.

Giving people feedback on their job performance preferable before their supervisors get in. Involving workers in analysis and change of physical aspects of the worker environment such as lay out of office or plant, temperature, lighting and cleanliness.

LIMITATIONS
Technology Cost Attitude of managers Attitude of Workers

DIFFERENCE

JOB ENRICHMENT JOB ENLARGEMENT Job enlargement means increasing Job enrichment means improvement in the quality of job the scope of job quantitatively by adding up more tasks such that employees are more satisfied and fulfilled.

An employee finds satisfaction and contentment in his job

Employee feels more responsible and worthwhile in the organization. Enlargement involves execution of the same. Enlargement executes. The reverse in not true

Job enrichment entails the functions of planning and organizing That job enrichment empowers Job enrichment depends upon job enlargement for success Job enrichment means a vertical expansion in duties and responsibilities and span of
control

Job enlargement the expansion is horizontal in nature

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