英语论文网

implementing a job rotation system. They include the potential for increased product quality, the opportunity for employees to explore alternative career paths, and, perhaps most important, the prevention of stagnation and job boredom. Employees who participate in job rotation programs develop a wide range of skills, and generally they are more adaptable to changes in jobs and career and more engaged and satisfied with their jobs in comparison with workers who specialize in a single skill set or domain. He also give stress to formulate clear policies regarding who will be eligible and whether employees will be restricted to certain jobs or opportunities will be open to people in all job classifications. Also use job rotation for employees in nonexempt jobs, as well as for those in professional and managerial jobs.

Internal Job Rotation, The New Employee Retention Mantra
May 02, 2010 Financial Express writes that 'Keep 'em at any cost or simply lose them!' With the talent pool at well-known corporate houses now becoming veritable storehouses ripe for the picking by the market, big players are going that extra mile to make sure they hold on to their star performers. The message is clear: It's better to lose employees to other departments, where they remain within the same resource pool, than to lose them to the competition. So besides offering juicy pay packets and international working styles, the flavour of the year is well-thought out strategies and operational models to facilitate internal job rotations that offer cross border/department career growth and an opportunity to build competencies and achieve career aspirations. Today, all corporations want to give their employees equal experience and opportunity, even if they are not working at the headquarters. This internal job posting and rotation model serves a number of purposes at the same time.

Use of job rotation to reduce training costs
June 25,2006 in this article Bindu Sridhar says that sustaining employee interest in a single job is not easy, which is perhaps why retention poses such a big challenge for businesses today. People outgrow their jobs quickly and it may not be possible for employers to provide enough diversity within a vertical career framework to maintain employee interest in the job. Job rotation is not a substitute for training. It must be supported by parallel developmental goals and initiatives, and skills that are not enhanced by job rotation need to be dealt with through separate training programmes and management coaching.Decide who will benefit the most from participating in job rotation programmes. Some organisations tend to rotate employees faster in early-career stages and slow down in later-career stages. This practice is based on the assumption that employees who are at an early stage of their career are more open to job rotation than senior level executives. Job rotations can be used as a developmental alternative to promotions. In times of economic recession or downsizing, it may not be always possible to reward employees with promotions and big hikes. In such a scenario, job rotations are a way of demonstrating that the company has faith in employees' abilities and wants to provide them with opportunities for career growth. Job rotation offers a number of benefits for organisations. It is especially useful in helping employees cultivate valuable, organisation specific skills, and prepares the ground for l