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Emerging Trends Week 3

In: Other Topics

Submitted By nicholeemily
Words 356
Pages 2
For this week’s emerging trends case study, I decided to write about job rotation. According to the manager’s notebook, there are six different types of ways to rotate job duties between employees: project rotation, partial rotation, cross functional rotation, cross region rotation, temporary rotations, and interdepartmental mentoring (Balkin, Cardy, & Gómez-Mejía, 2012). Many managers and human resources departments decide to use job rotation to give the employees a larger array of work related skills. The most simple way to rotate without changing the entirety of the job is to use project rotation; “ rotating workers across special projects can allow workers to keep their normal day job while stretching their work experience on projects” (Balkin, Cardy, & Gómez-Mejía, 2012). The best way for an employer to give their employees some more flexible experience, is to offer cross functional training; moving employees between business units or functions within the company or organization (Balkin, Cardy, & Gómez-Mejía, 2012). Cross functional training is designed for employees to appreciate everyone’s vital role in the company. Cross region rotation is very similar to cross functional rotation, but it is on a larger scale. Cross region rotation is done between regions or countries, which gives employees an appreciative outlook on different strategies and cultures (Balkin, Cardy, & Gómez-Mejía, 2012). The remaining types of job rotation are a little different than the others previously discussed. Temporary rotation and partial rotation do not involve an employee to move to a different unit or region of the company or organization. Partial rotation refers to when employees are able to move to other units in within the organization for only a short period of time (Balkin, Cardy, & Gómez-Mejía, 2012). I believe that temporary rotations are used more often than the other types of rotations. Temporary rotations are used when other employees are on maternity leave, vacation, sick leave, or unexpected termination; these rotations are used to fill only short term needs in specified positions (Balkin, Cardy, & Gómez-Mejía, 2012).

References
Balkin, D., Cardy, R., & Gómez-Mejía, L. (2012). Managing Human Resources. Retrieved from The University of Phoenix eBook.

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