abhishreshthaa
Abhijeet S
Job Rotation Planing:-
Further before preparation of draft job rotation list, the views of members of concerned discipline as nominated by concerned Director may be taken on the overall rotation list concerning to the particular Director before putting up for approval.
The committee opines that recommendation of Key executives regarding retention of a particular executive from this work center should be considered for one year only.This is being suggested so that Key executive as part of his responsibility to develop a successor for that particular job during this one year of retention period.
The representation against job rotation under all categories shall be up to Competent Authority who is approving authority to rotate as per HR Manager instead of Executive Committee.
Accordingly HR excutive, after due deliberations keeping in view the aspirations of the officer’s community, their talent, uniformity in opportunity as well as change of working environment, proposes as under: Secondment for the overseas assignment should be strictly for a maximum period of two years. No extension should be considered. This would help in healthy rotation of officers and give chance to more executives to work in different environments.
The selection criteria need to be clearly defined and circulated as part of policy. job rotation should be linked with transfer of employee. This is in order to give adequate exposure to employee to take up new assignments at new place of posting on transfer. Executives who have received specialized training should be posted to utilize the knowledge, skill and expertise gained through these trainings.
Further before preparation of draft job rotation list, the views of members of concerned discipline as nominated by concerned Director may be taken on the overall rotation list concerning to the particular Director before putting up for approval.
The committee opines that recommendation of Key executives regarding retention of a particular executive from this work center should be considered for one year only.This is being suggested so that Key executive as part of his responsibility to develop a successor for that particular job during this one year of retention period.
The representation against job rotation under all categories shall be up to Competent Authority who is approving authority to rotate as per HR Manager instead of Executive Committee.
Accordingly HR excutive, after due deliberations keeping in view the aspirations of the officer’s community, their talent, uniformity in opportunity as well as change of working environment, proposes as under: Secondment for the overseas assignment should be strictly for a maximum period of two years. No extension should be considered. This would help in healthy rotation of officers and give chance to more executives to work in different environments.
The selection criteria need to be clearly defined and circulated as part of policy. job rotation should be linked with transfer of employee. This is in order to give adequate exposure to employee to take up new assignments at new place of posting on transfer. Executives who have received specialized training should be posted to utilize the knowledge, skill and expertise gained through these trainings.