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Organisational Learning Method – Job Rotation for Learning
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There are 2 key forms of job rotation – task rotation and position rotation. Factories are key users of task rotation to build up operator skills and reduce job fatigue. Cross-functional (position) rotations are often used to develop key personnel in the organization.
The focus of this workplace learning method is job-rotation within a function or department, which is a position rotation. This rotation works well for a technical function (e.g. accounting, finance, operating procedures) or administrative function. An employee can be rotated to different locations or different sub-functions within the same function.
Here are some considerations you should take note of:
- Start with an end goal that is aligned to business needs
- Ensure that both the employee and the organisation benefit from the end goal
- Plan the job rotation
- Make it part of the employee’s personal development plan
- Rotate only employees who are performing
- Ensure that the new environment suits the employee
- Mentally and physically prepare the employee before the rotation
- If possible, plan job rotation together with mentoring and coaching
- Organisation / management
- Put in appropriate systems/ procedures to make job rotation part of company culture
- Provide enough tools / resources and support to workplace trainers
- Workplace ‘trainer’
- Plan the rotation well. Ensure that the rotation can narrow the skill gap required by the organization and builds the skills of the employee
- Ensure employee buy-in before the effecting the rotation
- Ensure that the employee will have mentors or coaches to help employee along in the new environment
- Workplace ‘learner’
- Keep an open mind and learn the most from the experience
- Use the opportunity to beef up your skills