Job rotation is implemented in line with the business goals and human resource strategies of the organization. Job rotation can also be used to alleviate the physical and mental stresses endured by employees when working in the same position, year after year. By allowing employees to rotate to other positions, they learn several different skills and perform each task for a specified time period (Jorgensen, 2005). When employees do the same work day after day after day, there is a tendency for them to feel stagnant and therefore, feel that they have no real purpose or use in the company. An employee may not look forward in working again the next day for he/she knows that there is nothing new that will come upon his/her assigned tasks.
Therefore, turnover can bring about new perspectives and greater ideas. Additionally, turnover can definitely birth new broadened perspectives by newer employees bring forth new key essential perspectives, experiences, and further can establish a new way of doing and completing things in which to help the organization prosper and grow. Equally important, turnover can truly help an organization stay competitive (Westfall, 2018). Therefore, turnover helps organizations adapt and become more dynamic in order to stay afloat with others in the industry. Further, by having some turnover helps to prevent the organization from enduring a standstill and stagnancy and
It is because all the interviewees and employees were focussed positive towards flexible working as it is helping them to achieve a satisfactory work-life balance. The research has stated that the flexible working schedule indeed have a positive effect on the work force in terms of job satisfactions and balancing their personal life around their work commitments. Unlike the traditional working style that employed by the organisations, today’s firms are focussing on the development of employee welfare practices in order to cope up with the global competition and expanding customer expectation. Many of the employees agreed to the statement that the employer who offers flexible work to its employees for the sake of employer benefits values its
As research shows, the significance of workplace learning interventions is not a universal through in the HRM world: there are still instances where companies perceive On the Job Training as a waste of funding (Jacobs, 2003). Such managers claim that employees must bring necessary skills with them, and it is not a task of the company to complete the employees’ education. As a result, companies often deprive themselves of the benefits of the training because they are not ready to spend first. Thus, another challenge to the implementation of On the Job Training is organizational resistance and reluctance of the responsible managers to introduce new things to their operations (Jacobs, 2003). Accordingly, the general challenges of On the Job Training include either (1) willingness to conduct such training but lack of needed resources, or (2) reluctance to acknowledge the training even though resources for it are provided.
Uncomfortable / unbalanced work life, people now a days believe in doing multi- tasking which results in not maintain the work life, now a days employees want convent job a job which they are able to do other work too and also able to maintain the balance between work and life. Employee retention is the process where the organization tries to motivate the employees to stay in the organization, organization tries the level best to retain the employees for a long period of time. Any organization does not have power to stop any of its employees until or unless they have some stratify or a plan to retain the employees in the organization. Different companies have different ways of retaining the employees, but what matter is what is the plan set in the mind of the company to retain the employees. Employees are the most important part for any organization.
Sometimes, there are family commitments and work-family conflict that forced the employees to rearrange their work schedule which indirectly impact their work performance. It is proven that job flexibility are able to reduce work-family conflict (Hill et al. 2004). Employers will soon look out for results rather than time spent on a job as the measures of productivity and offer less conservative way while working to keep their capable
Jobs can be stressful mentally, physically, and emotionally but at the same time jobs provide income, purpose, and relationships with others. While we have to understand the meaning of work design, we also have to understand the meaning of job resign and what it means within an organization. Ivancevich,
Moreover, the employers also get plenty of time to plan for covering the absence with the help of this structured working. The businesses can even retain and recruit employees that have childcare responsibilities easily due to term time working. This would prove beneficial in overcoming skill shortage for some particular projects. Furthermore, this flexible working would assist in increasing the level of employee morale and commitment. This would help employee in managing their personal responsibilities and job duty
Rotation or enrichment of jobs increases the intrinsic factors of work – such as achievement, responsibility, and growth – and hence, has a higher probability of motivating employees. Both methods also enable management to fill vacancies without much difficulty, be more flexible with timetables, and adaptive to changes. Additionally, evidence supporting improved performance in manufacturing settings due to job rotation is especially relevant to Square International Company. Yet, drawbacks such as increase in training costs and disruptions in the workflow related to job rotation, as well as the ineffectiveness of job enrichment caused by infrequent feedback and focus on past problems must also be considered. Altering work arrangements (table 3.1.2) with flextime, job sharing or telecommuting is another approach to motivation.
The study first addressed and cited that the job rotation theories and its empirical implications. From the employee learning perspective, both inter-functional and intra-functional job rotation are effective ways to develop employee’s abilities and efficiency, then further enhance them to be promoted to higher levels. Further implied is job rotation provides the employer learning of the employee’s abilities during the process and the outcomes can be used to assist and improve promotion decisions. The employee motivation aspect in job rotation makes work more interesting and reduce boredom; but creates limited helps in promotion