implement a job rotation program to engage and develop the workforce
DESCRIPTION
Job rotation is not just a tool for employee development, but a tool for increasing organizational performance through innovation and collaboration. Your Challenge Organizations are finding an increasing demand from their employees for opportunities to develop their skills and move around the organization for more experiences. A job rotation program would be able to address both issues in one unique initiative. Job rotation programs can be difficult to develop and administer. Most HR departments are too busy with the day-to-day operations and they do not have time to develop a program. In addition, it can be difficult to get managers' buy-in and support. Without meeting these needs, organizations face risks of increased costs from employee turnover and disengagement, lack of motivation from employees which negatively impacts innovation in business processes and services, and a lost opportunity to specifically attract and retain candidates from the Gen Y labor pool Our Advice Critical Insight Job rotation programs are a unique development tool for employees. Organizations who had a high development score in their engagement surveys were 1.5 times more likely to retain their employees than organizations with low development scores. 44% of respondents in McLean & Company’s 2014 HR Trends and Priorities Survey listed internal talent mobility as a top priority. Within the next two years, 55% of respondents will have a program in place within their organization. However, only 30% of respondents rated internal talent mobility as one of their most effective HR areas. McLean & Company’s six-step process has been designed to help you develop and implement a functional job rotation program by covering job rotation suitability, strategy and program guidelines development, effective communication procedures, efficient operationalization, and how to follow up for success. Impact and Result Improve employee engagement and increase development opportunities. Enhance business innovation and collaboration through the provision of new experiences for employees. Reduce costs from voluntary turnover and help retain key employees.TRANSCRIPT
Assess if job rotation is right for the organizationAccording to McLean & Company’s 2014 HR Trends and Priorities Survey:
• 44% of respondents listed internal talent mobility as a top priority.• Within the next two years, 55% will have a program in place within their organization.
Develop the job rotation strategyOne of the major roadblocks to developing a successful job rotation program is a
lack of goals or strategy. Develop these now to give job rotation in your organization a strategic direction.Design the job rotation program to support the strategy
Customize the job rotation program by defining:• Jobs to include• Eligibility requirements• Rotation durations• Application and withdrawal processesCommunicate the job rotation programCommunicate the finalized program strategy and guidelines to stakeholders, managers, and employees, and include it in your organization’s employee value proposition.Operationalize the job rotation program Review how the program will be made actionable.Follow up and measure success Use results from the program to measure impact of the initiative, and make changes to improve the flow of future rotations.