The Process Of Job Rotation

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The employees have various types of objectives and they prefer to work and achieve their objectives if they are provided with a positive environment. The positive working environment can increase the efficiency of the employee and it is directly related to the job satisfaction. The positive environment motivates the employee allowing the boredom of the place to decline and process of the work to incline. The management normally pays an extra attention to increase the motivation of the employees through various programs.

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The increase of the job satisfaction of the employees directly benefits the productivity of the organization. But the motivation of the employees' can be negatively affected by the routine jobs that they do. The monotony of the occupation can make the employee dull and lack of urge to increase his or her productivity level. In the modern management strategies, these are some of the steps or methods that can be employed by the management in order to improve employees’ job satisfaction level.

They are known as the ‘job rotation’, ‘job enlargement’, and also ‘job enrichment.

The management can apply these theories to their organization. They can check the influence of the respective methods individually and how it works in increasing the motivation of the workers. When the motivation level is higher the employees will continue working with happiness and great positivity as they believe that they are in a position to achieve the goals and targets of their lives which would eventually cause the boredom of the work to decline.

An increase in the revenue is a clear indicative sign that their approach has met its objectives. These are the three main strategies that the management can employ in the case of routine jobs.

Job rotation
Job enrichment
Job enlargement

It is better to understand the impact of each method from the point of view of the employee and the manager.

Job Rotation

Firstly is the job rotation. The rotation of routine jobs can be a great step in making the employees highly motivated and also to decline the negative ideas about the place of work and in creating a positive working environment. As usual, there are several objectives of the management in order to develop the productivity of the organization. The objectives of job rotation are to train employees, to enhance the development of occupation, as orientation, to prevent turn outs, and also to offer employees with more facilities to increase their productivity.

The process of job rotation is based on three theories and according to the first theory the employees who are subjected to the rotation process, must have the opportunity to accumulate more knowledge and experience and it is termed as the accumulation of human capital. As she or he is exposed to several occupations in the organization, they are having the advantage of being exposed to the wide range of experiences and job scopes which should excite them and increase their versatility. This theory is named as the theory of employee learning. Through this way, the management can observe the performances of the employee and get an idea about his or her strengths and weaknesses. It is easier for the management to identify the most appropriate position for the respective employees after this identification and it will be a great idea for both parties. When a person has been allocated to a job which requires his or her exciting skills and knowledge, there is more opportunity to gain a higher level of job satisfaction. This theory is coined as employer learning theory (Chong and Suryawati 176).

As a result of the process of job rotation, the employee is exposed to various types of occupations in his or her respective organization, there are more opportunities to reduce boredom, burnouts, and monotony of the employee. The routine nature of the job can make the employee demotivated but this process will make him motivated thus there will be more opportunities for him to get the job satisfaction while dedicating his service to the benefit of the organization.

The job rotation is not merely changing the positions of the employees but it is a complex task. It should be properly planned and executed by the management. The management must identify a specific objective as the first step. Only after the careful planning of the management the company can gain the advantage of this process. There are several specific factors that the management has to attend to (Peterson, 2014) which are:

The goal of job rotation
The proper planning of the entire process
Ability to measure the success by the employee
Benefits to the employee and the organization
Ability to allocate, a mentor, coacher or a supervisor
A written document
The goal of job rotation

The management has to identify the objectives for changing the positions of the employees. The HR manager must identify the employees who are to be rotated and the relevant posts that they should be assigned to. The HR manager has to predict the final outcome of the process of job rotation in his organization. Some of the common reasons for job rotation are to decrease the boredom and make the employees motivated, to create a backup for certain types of work when some are absent and to increase the career options of the employee by introducing new.

A properly constructed training plan can be very useful for the manager, as it can greatly benefit the employees. The HR manager has to note all the positive and negative outcomes of this program. If the management can utilize the findings of this stage in an accurate manner, they can gain a lot of positive impacts on the organization as well as on the employees. The process must be transparent and outcomes must be able to measure in either qualitative or on the basis of quantities. It is better, if the employee can feel the positive difference after a certain period of time.