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| ENCYCLOPEDIA→
Functional Management → -
Human Resources Management → -
Talent Management
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Job-Rotation Goals |
Managers and team-leaders must have job-rotation of their team-members as goals. This is important to build talent width and a back-up pipeline for the unit as a whole. In fact, it supports team-work by sensitizing team-members to other job-roles.
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Job rotation implies that the employee is assigned a different role or job after he/she has attained a high level of proficiency in the current role. This is done so that the employee can develop depth and width of talent and becomes multi-skilled. Besides increasing the exposure-base of the employee, it also improves the business-orientation of the employee and helps him/her in developing a more holistic view of the business. This is another way of ensuring that there are backups to various positions in the organization and there is more input available to the succession planning pipeline. In order to institutionalize the job-rotation, it becomes a part of the every team-leader’s goal sheet to rotate and re-assign various members of his/her team to different roles from time to time. Strategically, this is a way to ensure that the various teams do not slip into individual comfort zones. The downside to this practice is that the performance in the affected positions may dip for a while till the time the replacement arrives and moves up the execution curve. However, this practice is important for the longer term perspective and should be part of the overall management planning. Also it aids significantly in the learning and development of the employee as he/she becomes broad-based. |
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