What should be the eligible criteria for job rotation? Should it be within the same position/level/grade? Different subject matter experts (SMEs) can be on different pay scales, being in different job levels or grades.
What should be the employee size in the organization whereby this concept can be implemented? A small company or office carrying just five people in a department having different roles and responsibilities and also different job grades, maybe even reported and direct report team members. Is job rotation possible between leaders/direct reports and subordinates/reportees?
From India, Mumbai
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What should be the employee size in the organization whereby this concept can be implemented? A small company or office carrying just five people in a department having different roles and responsibilities and also different job grades, maybe even reported and direct report team members. Is job rotation possible between leaders/direct reports and subordinates/reportees?
From India, Mumbai
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Dear member,
You have asked quite a few questions in your post. If you wish to gain general knowledge on the importance of job rotation, then you may check the Internet. Otherwise, AI software like ChatGPT, Co-pilot, Gemini, etc., are always there.
If you have a specific query, please confirm to us the nature of your industry, your company's finished product or service, what is the headcount of the employees, whether you would like to do inter-departmental or intra-departmental job rotation, etc.
As mentioned earlier, a lot of material exists on the importance of job rotation. However, if you wish to make a job rotation plan, then start with intra-departmental rotation. The HOD of the department and you may prepare the rotation plan jointly, but before you put it into action, take the employee into confidence. This is because the perceptions of the employees rotated are important, and they should not perceive the rotation plan negatively. While making the rotation plan, decide in advance how the effectiveness of the plan will be measured, when it will be measured, who will measure it, and how the records of the effectiveness will be maintained.
Thanks,
Dinesh Divekar
From India, Bangalore
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8218You have asked quite a few questions in your post. If you wish to gain general knowledge on the importance of job rotation, then you may check the Internet. Otherwise, AI software like ChatGPT, Co-pilot, Gemini, etc., are always there.
If you have a specific query, please confirm to us the nature of your industry, your company's finished product or service, what is the headcount of the employees, whether you would like to do inter-departmental or intra-departmental job rotation, etc.
As mentioned earlier, a lot of material exists on the importance of job rotation. However, if you wish to make a job rotation plan, then start with intra-departmental rotation. The HOD of the department and you may prepare the rotation plan jointly, but before you put it into action, take the employee into confidence. This is because the perceptions of the employees rotated are important, and they should not perceive the rotation plan negatively. While making the rotation plan, decide in advance how the effectiveness of the plan will be measured, when it will be measured, who will measure it, and how the records of the effectiveness will be maintained.
Thanks,
Dinesh Divekar
From India, Bangalore
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Job rotation.doc