Magazine article Personnel Journal

Eight Points You Need to Consider about Job Rotation

Magazine article Personnel Journal

Eight Points You Need to Consider about Job Rotation

Article excerpt

Here are some practical recommendations you should think about when considering a job rotation program at your organization.

1. Proactively manage job rotation as a component of your training and careerdevelopment system. Job rotation may be especially valuable for organizations that require firm-specific skills because it provides an incentive to organizations to promote from within.

2. Have a clear understanding of exactly which skills will be enhanced by placing an employee into the job-rotation process. Address skills that aren't enhanced by job rotation through specific training programs and management coaching.

3. Use job rotation for employees in nonexempt jobs, as well as for those in professional and managerial jobs. Job rotation may be of great value for developing employees in all types of jobs.

4. Use job rotation with later-career and plateaued employees, as well as with early-career employees. Some organizations may have the tendency to rotate employees too fast in early-career stages and too slow in later-career stages. Job rotation can be a good way to reduce the effects of the plateauing process by adding stimulation to employees' work.

5. You can use job rotation as a means of career development without necessarily granting promotions-so it may be especially useful for downsized organizations because it provides opportunities to develop and motivate employees.

6. Give special attention to the job rotation plans for female and minority employees. Recent federal equal employment opportunity legislation has recognized the importance of job rotation to promotional opportunities when examining the limited representation of minorities and females in executive jobs (called the "glass ceiling" effect). …

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