Training and development of employees has become one of the most complex and critical aspects in organisations. Not only are training practices expensive, but also time-consuming and vital in talent management. As a result, HR has been exploring many new avenues in training of employees and trying to study the benefits of using non-conventional methods for the same. One of the practices that is fast catching up among companies is job rotation. Not only is the method easy to implement, but also provides a wide base for learning within the organisation in the form of OJT (on-thejob training). The method has proved to be very effective and there are many companies today that have adopted it as an exclusive form of training for their employees as it promotes a wholesome development.
Ashwin Shirali, regional director, HR, Accor, India, tells us what job rotation is, “Job rotation is the practice of exposing an employee to different job roles and assignments over a period of time, each of which would have differing competency and skill-set requirements from the person performing such roles. Employees benefit significantly from job rotation by developing diverse competencies, skills and functional knowledge that are offered by the different job roles. It is a commonly known fact that over 70 per cent of learning occurs from ‘doing’ and the practice of job rotation draws heavily from this philosophy.” There are numerous advantages of job rotation for the employees other than the most obvious ones. Kamal Karanth, MD, Kelly Services India, elaborates on the same: It reduces the monotony of the job: It allows employees to break the everyday routine of their jobs, experience different type of tasks and motivates them to perform well at each stage of job replacement; It aligns competencies with an employee’s long-term developmental requirements and career goals; It fast-tracks one’s career as employees gain exposure to newer areas and this hones their skills further. Sriharsha Achar, chief people officer, Apollo Munich Health Insurance, tells us how non-conventional training practices have revolutionized training and development, “Over the past few years, we have found that the traditional teaching approaches have been largely trainer-directed and follow specific steps of activities and demonstrations, and have not been able to provide our trainees with valuable skills or even with a body of knowledge that lasts much beyond the end of such programmes. Hence, we are using a variety of strategies from the educational world that make training and development more participative and long-lasting for our employees across the country.” Thus, such innovations in training and development can go a long way in improving the present methods for employee learning.
Source : The Economics Times.