Job rotation method - typeJob rotation method - job rotation, mainly in the following types:1 new staff rotation Tour
Training new employees after taking office, according to the initial investigation was assigned to the adaptability of different departments to work. In order for employees working within the department as soon as possible understand the whole picture, but also adaptability to further investigation, not immediately identify their jobs, but let them take turns working on each job a certain period (usually one year), personal Experience the work of different positions for the future coordination of the work to lay the foundation. New employees at the end of each job has a rotation evaluation reviews. Through job rotation, the adaptability of enterprises to new employees a clearer understanding of, and finally determine their official jobs.
(2) developing a "generalist" staff rotation
To meet the increasingly complex business environment, companies are trying to establish a "flexible response" type of single-sex organization, require employees to have wide adaptability. When the business direction or a shift in the content business, can quickly achieve the transfer. As a result, employees can not be complacent individual expertise to master, must be "generalists", "all work." Therefore, companies in everyday situations, we must consciously make different arrangements for rotation of staff, developing their potential ability to obtain a variety of skills to meet the complex business environment.
3 backbone rotation management training
Crimes committed long-term development considerations from the enterprise to develop the backbone of the rotation of the management is very important. For senior management, the operations of the enterprise should have a comprehensive understanding of global issues and analytical skills. Develop this capability, so managers must be between the lateral movement in different sectors, to broaden their horizons, broaden their knowledge, and with colleagues in various departments within the enterprise have access to a wider range of contacts. This training to group leaders, chief, department manager-level cadres to a maximum of the rotation period is generally 2-5 years.Manager in the department staff in order to maintain the rotation, while emotional stability, it is necessary to establish the correct values and institutional system in the hearts of the staff to establish a clear and stable organizational structure of the concept, this concept because the manager will not blur or misunderstanding arising from the rotation. Establish a corporate body with the job rotation concept. The staff emphasized the spirit of a cross-sectoral collaboration. To this end, establish a job rotation matched with the institutional system is essential: a clear and standard work instructions, a set of industry-wide accepted standards for employee performance evaluation system, a system of employee benefits and reward systems, training and development programs . In this way, employees will not be because of the performance of different supervisors and not the same problem.
Job rotation method - the role of
Job rotation, job rotation, in addition to the role in capacity development, but also the development of the business have a very important role.
1 job rotation can promote the formation of a company's management team, in the midst of market competition to create a more flexible strategy.
(2) job rotation helps to break down departmental barriers and boundaries between rampant, to lay the foundation for coordination. Inter-departmental parochialism, often comes from lack of understanding of other departments, and lack of communication between departments personnel access. Through job rotation, to eliminate these drawbacks.
3 job rotation helps employees understand the work of the staff and other departments of the association, in order to understand the significance of the employee, improve motivation.
4 job rotation help to improve the operational efficiency of departments. New department to department managers can bring new ideas and methods, a department manager to a new department, he can learn new knowledge and skills, so that each department for help to improve operational efficiency.
5 job rotation can help companies develop the long term operation and management personnel.
Job rotation method - defectsCrimes committed in the course of the implementation of job rotation, but there are some difficulties and obstacles, this approach if used improperly, may impose a negative impact. The following is a job rotation system problems that may occur:1 for some to grasp complex technical disadvantage. Some professional departments require deep expertise and years of experience or special skills, other department managers may not have, which may reduce the level of such technology or stop development.
(2) maintain and inheritance of the traditional long-term accumulation of experience disadvantage. Implementation of job rotation, working relationship with the original department may be disrupted, easy to produce new conflicts, may reduce efficiency.
3 The manager of the original interests and power may be weakened, it may lead manager or the underpowered or other ways to regain lost power.
4 some reason failed to participate in the rotation may result in workers' miss the bus "feeling and emotional impact.
5 is often due to business needs and can not serve as scheduled rotation.
6 job rotation will surely lead to job wages movement, may affect the wage income of workers or to complicate.
7 rotation failed to make the necessary training prior to preparation, two employees have become novice.
8 charge added burden, he transferred all day long worried that the new employee error, and so on.
9 In contrast effect driven managers may pursue short-term performance to the neglect of long-term development.
Job rotation method - pay attention to the problemIn fact, job rotation automatic rotation is only a means to promote the common goal of corporate managers to work hard. Therefore, each department manager must understand the business's strategic arrangements and plans to form a consensus. Meanwhile, with the support system should be. For example, the department manager's performance appraisal system integrated with the overall interests of the dividend distribution system linked to the establishment; each department manager to participate in corporate strategic planning and strategy design work to train them to become future senior leaders.At the same time, the department manager of the rotation system, should also establish employee performance evaluation mechanism for the boss, so that the top leadership of the department manager can have a comprehensive understanding. Managers for the new rotation of duty, they may be faced with many new problems: such as the new environment, new subsidiary, new work, and even new operation mechanism, and the managers of some of the decisions on the lag term effect, can make the original top-down manager's performance evaluation of distortion. The establishment of employee performance evaluation mechanism for the boss can make a lot of senior master-hand information to help managers of the new rotation of duty to make a realistic assessment of performance, thus ensuring the smooth progress of the rotation system.
In the implementation of job rotation, we should pay attention to:1, should be established prior to implementation of the complete job description and job processes the book.
2, some very different nature of work is no change of positions, such as personnel, finance staff transferred to the technology development department, it does not work, and some large companies with medical personnel, is totally unacceptable for others to try the ;
3, some jobs are too sensitive or highly confidential, is not suitable for frequent transfers.
4, prior to transfer to seek the views of staff, the employees do not want to change positions and do not force, or transfer him to resign once the company but the loss professionals.
