abhishreshthaa
Abhijeet S
What is Job Rotation?
1.job enlargement :-
It requires workers to move between different “jobs”, or more usually workstations, usually at fixed times. Job enlargement increases the variety of tasks built into the job, may involve taking on more duties and usually adds variety to a person's job.
Teamwork involves the team in the planning and allocation of the work. Each team member carries out a set of operations to complete the product, allowing the worker to move between tasks.
2.Engineering solutions:-
In a hierarchy of hazard control measures, job rotation is classed as an administrative control, thus ranking behind engineering controls but a head of person focused interventions and personal protective equipment.
It is not uncommon for Health and Safety regulations to emphasis that job rotation is a temporary control measure until engineering controls can be instituted. It is not desirable that “bad” jobs are be hidden in the rotation, they should be fixed.
3.psychosocial and physical benefits:-
Benefits included offering increased social interaction and collegiality between workers, variability and a break from monotony, and the opportunity to increase skills and versatility, potentially making workers more valuable, marketable, and hence more secure in their job.
Job rotation can also offer physical benefits to workers. These included decreasing the amount of time on physically demanding jobs, different jobs offer changes, and gives workers the perception of physical relief.
4. psychosocial and physical negative features:-
Workers may lose their sense of mastery and feelings of competence if their job is placed in a rotation. The job and their skill-set can no longer be considered special if “anyone” can do it. They lose their sense of ownership and pride. As a result, there are feelings of job insecurity.
Moreover, job rotation is threatening to those who do not embrace change, re-training, or do not have a full understanding of all aspects of the work. Workers with seniority may lose their “lighter” jobs in job rotation, and injured workers with work accommodations may face peer pressure to overreach their physical limits. Job rotation may be distributing the risky jobs to a wider pool of workers, leaving more workers.
The concept is quite simple Job Rotation supports company and staff development by
• providing vocational training for selected staff
• supplying and training unemployed women as workers to substitute for the staff released on training leave
Although a relatively new programme in Mumbai, the Job Rotation concept is already helping to transform learning in the workplace. Currently, more than 3,000 companies India wide have participated in Job Rotation. Almost 90,000 employees have received training and 20,000 unemployed people have trained as substitutes and re-entered employment.
1.job enlargement :-
It requires workers to move between different “jobs”, or more usually workstations, usually at fixed times. Job enlargement increases the variety of tasks built into the job, may involve taking on more duties and usually adds variety to a person's job.
Teamwork involves the team in the planning and allocation of the work. Each team member carries out a set of operations to complete the product, allowing the worker to move between tasks.
2.Engineering solutions:-
In a hierarchy of hazard control measures, job rotation is classed as an administrative control, thus ranking behind engineering controls but a head of person focused interventions and personal protective equipment.
It is not uncommon for Health and Safety regulations to emphasis that job rotation is a temporary control measure until engineering controls can be instituted. It is not desirable that “bad” jobs are be hidden in the rotation, they should be fixed.
3.psychosocial and physical benefits:-
Benefits included offering increased social interaction and collegiality between workers, variability and a break from monotony, and the opportunity to increase skills and versatility, potentially making workers more valuable, marketable, and hence more secure in their job.
Job rotation can also offer physical benefits to workers. These included decreasing the amount of time on physically demanding jobs, different jobs offer changes, and gives workers the perception of physical relief.
4. psychosocial and physical negative features:-
Workers may lose their sense of mastery and feelings of competence if their job is placed in a rotation. The job and their skill-set can no longer be considered special if “anyone” can do it. They lose their sense of ownership and pride. As a result, there are feelings of job insecurity.
Moreover, job rotation is threatening to those who do not embrace change, re-training, or do not have a full understanding of all aspects of the work. Workers with seniority may lose their “lighter” jobs in job rotation, and injured workers with work accommodations may face peer pressure to overreach their physical limits. Job rotation may be distributing the risky jobs to a wider pool of workers, leaving more workers.
The concept is quite simple Job Rotation supports company and staff development by
• providing vocational training for selected staff
• supplying and training unemployed women as workers to substitute for the staff released on training leave
Although a relatively new programme in Mumbai, the Job Rotation concept is already helping to transform learning in the workplace. Currently, more than 3,000 companies India wide have participated in Job Rotation. Almost 90,000 employees have received training and 20,000 unemployed people have trained as substitutes and re-entered employment.