abhishreshthaa
Abhijeet S
Can’t take a cookie-cutter approach
It is not a” silver bullet” to prevent : Job rotation is but one approach among a whole range of strategies for preventing musculoskeletal disorders; it is not an instant solution to poorly designed work and work organization.
It is very context-specific: Important ingredients for successful implementation of job rotationinclude considerations of physical, psychosocial, organizational and engineering factors.Asking this series of questions may provoke considerations of key issues:
Why is rotation being chosen as a control strategy? Have engineering solutions been considered and is rotation a good solution for preventing musculoskeletal disorders?
Are there jobs in the proposed rotation sequence that have high demands (especially peak loads) that could expose more workers to hazards?
Is rotation disrupting existing patterns of mobility that are beneficial? Is the rotation schedule flexible enough to accommodate variations in production and staffing without compromising other workers?
Are the staffing and training levels appropriate? Is there a plan for injured workers who need to be accommodated without compromising other workers?
Quality Manager said "Having participated on previous employment programmes it had proved difficult to get appropriate work ready people. However [our job rotation trainee] has exceeded our expectations and has become a valued member of the team."
MAINA KALAL, Employee Coordinator said "We would like to take this opportunity to thank you for support and for assisting us in finding team members. We found the Job Rotation scheme to be a superb opportunity for our employees.
When asked what they want out of their job, a majority of Candidate say they want work that is challenging and interesting. One way that employers can meet these aspirations is through more flexible forms of work organization that provide more opportunities for workers to use their skills, do a variety of tasks, and have more influence over their work.
An example of this flexible approach is job rotation or cross-training, that is, training employees in a range of tasks and rotating them through different positions
It is not a” silver bullet” to prevent : Job rotation is but one approach among a whole range of strategies for preventing musculoskeletal disorders; it is not an instant solution to poorly designed work and work organization.
It is very context-specific: Important ingredients for successful implementation of job rotationinclude considerations of physical, psychosocial, organizational and engineering factors.Asking this series of questions may provoke considerations of key issues:
Why is rotation being chosen as a control strategy? Have engineering solutions been considered and is rotation a good solution for preventing musculoskeletal disorders?
Are there jobs in the proposed rotation sequence that have high demands (especially peak loads) that could expose more workers to hazards?
Is rotation disrupting existing patterns of mobility that are beneficial? Is the rotation schedule flexible enough to accommodate variations in production and staffing without compromising other workers?
Are the staffing and training levels appropriate? Is there a plan for injured workers who need to be accommodated without compromising other workers?
Quality Manager said "Having participated on previous employment programmes it had proved difficult to get appropriate work ready people. However [our job rotation trainee] has exceeded our expectations and has become a valued member of the team."
MAINA KALAL, Employee Coordinator said "We would like to take this opportunity to thank you for support and for assisting us in finding team members. We found the Job Rotation scheme to be a superb opportunity for our employees.
When asked what they want out of their job, a majority of Candidate say they want work that is challenging and interesting. One way that employers can meet these aspirations is through more flexible forms of work organization that provide more opportunities for workers to use their skills, do a variety of tasks, and have more influence over their work.
An example of this flexible approach is job rotation or cross-training, that is, training employees in a range of tasks and rotating them through different positions