Job rotation in any organisation, JKUAT included, enables employees to move through a variety of positions within or among departments. This enables them to gain exposure to different tasks and responsibilities as they grow and expand their skills sets. Specifically, a well thought job rotation program has a huge reward in areas such as:
Employee Motivation and Retention
Through rotations, specifically in JKUAT, the University is able to retain talent because out of the rotation, there is creation of a learning opportunity. When a talented employee fails to realize any kind of growth opportunity, or if he or she keeps doing the same kind of tasks day in day out, there are chances of risks such as high turnover. Through a rotation program, organisations are able to create more challenges, test adaptability to a new environment and creation of opportunities for acquisition of new knowledge, skills and abilities.
Skills and Organizational Capacities
Job rotations broaden skills and capacities of employees because the employees are exposed to different functional units/departments of the organisation. For instance, when an administrator moves from a non-academic unit to an academic unit within the institution, he/she will learn more about building relationships with other stakeholders like the students and guardians. This eventually enables an employee to interact with almost all of the organisation’s stakeholders.
Building Employee Networks
Just as job rotations broaden skill sets, they also broaden employee networks, further preparing the rotated employee for leadership roles. Similarly, employees are able to learn different working styles and cultures within each area, as well, which encourages partnership and collaboration. Additionally, rotation provides the organisation with cross-functional capabilities, meaning that when someone suddenly quits or gets sick, the organization can call upon a deep bench of talent who is capable of filling different functional roles.
Succession Plan Tool
Job rotation has been, and continues to be used as a tool for succession management. This has only been achievable in organisations where the rotation program is aligned with organisation’s succession management strategy. Rotation prepares high-potential employees for assuming leadership roles once their senior peers retire from service.
So, the next time HR calls on you to pick your job rotation letter, smile and walk head high. It could be the only chance you have to be molded to be the next CEO. You never know!
Mercy N. Kanyi
Assistant Registrar, Human Resource Department