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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:

  1. Start with an end goal that is aligned to business needs
  2. Ensure that both the employee and the organisation benefit from the end goal
  3. Plan the job rotation
  4. Make it part of the employee’s personal development plan
  5. Rotate only employees who are performing
  6. Ensure that the new environment suits the employee
  7. Mentally and physically prepare the employee before the rotation
  8. If possible, plan job rotation together with mentoring and coaching

  1. Organisation / management
    • Put in appropriate systems/ procedures to make job rotation part of company culture
    • Provide enough tools / resources and support to workplace trainers
  2. 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
  3. Workplace ‘learner’
    • Keep an open mind and learn the most from the experience
    • Use the opportunity to beef up your skills