Job Rotation
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Transcript of Job Rotation
JOB ROTATIONBANKING SECTOR
Human Resource Management
TEAM MEMBERS
• PUNIT KINARIWALA 21
• RAJKUMAR UPADHYAY 58
• PRIYANKA VISHWAKARMA 59
• SHRISTI TIWARI 57
INTRODUCTION
Job Rotation is:
Management Tool
Pre-planned Approach
Effective Process
OBJECTIVES OF JOB ROTATION
Reducing the monotony of the job
Succession Planning
Creating Right Employee – Job Fit
Exposing workers to all the verticals of the
Organization
BENEFITS OF JOB ROTATION
Helps the Manager to identify the hidden talent of the
employee
Helps the employee in identify his/her real Interest
Identify Knowledge, Skills & Attitudes
Motivates employee to deal with new challenges
Increases Employee Satisfaction & Decreases Attrition
rate
ORGANISATION SELECTED
AXIS BANK Chairman: Adarsh Kishore
Current MD & CEO: Shikha Sharma
Axis Bank was the first of the new private banks to have
begun operations in 1994
Registered Office: Ahmedabad
Bank has a wide network of more than 1281 branches
One of the largest ATM networks in the country having
over 7591 ATMs
AXIS BANK VISION: To be the preferred financial solutions provider
excelling in customer delivery through insight, empowered employees and smart use of technology
AWARDS:Most Productive Private Sector Bank Award - FIBAC
2011 Banking Awards Ranked 3rd Strongest Bank in Asia Pacific region by
Asian Banker
INDIAN OVERSEAS BANK
Chairman and Managing Director: Shri. Narendra Modi
Established: February 10th 1937 by Shri. M.Ct.M.
Chidambaram Chettyar
IOB was one of the 14 major banks that was nationalised
in 1969.
Total of over 700ATMs
Presently has a total of 1400 domestic branches and 6
overseas branches.
INDIAN OVERSEAS BANK
The symbolic representation of growth
and security and its punch line is
"GOOD PEOPLE TO GROW WITH".
FINDINGS & ANALYSIS
• .
PARAMETERS AXIS BANK INDIAN OVERSEAS BANK
What is Job Rotation?
-Assigning another job responsibility
-Change in work allocations
Rationale -Competencies-Non performance
-Opportunity of exposure & experience
Job Rotation – Cadre/ Designation
-All levels -Operator level-Junior & Senior Manager
Evaluate employee’s performance
- Accuracy of work- Staff management - Sales figures
-Accomplishment-Feedback
• .
PARAMETERS AXIS BANK INDIAN OVERSEAS BANK
Factors considered
-Performance -Educational background -Aptitude-Area of interest
If Job Rotation is ineffective?
-Low Grades - Counselling- Hamper promotion
Time span - Not pre-decided - As per the cadre
Benefits of Job Rotation
-Increase in performance of the department
-Learning-Prevent fraud cases
• .
PARAMETERS AXIS BANK INDIAN OVERSEAS BANK
Challenges - Fear of losing some good employees
-Resistance from employees-Time consuming
Direct / Indirect Cost
- Hike in pay scale(not always)
Operator level, Junior & Senior Manager
Suggestion -Before rotation, employee should be asked for their preference
Job rotation should be implemented in the right spirit
RECOMMENDATIONS Clear understanding of expectations
Connect the new employee with the existing
employee of the department
Offer incentives for job rotation
Conducting training programs for employees
Analyze the employee’s pre & post job
rotation performance and implement the
learning of the program.
.
JOB ROTATION CHECKLIST:
The following must occur for each job rotation set-up:
Jobs proposed to be rotated are _____________
Has an employee meeting been held to determine
interest and gain involvement and input?
Has each task involved in the proposed rotation been
reviewed with the physical job Analysis checklist to
determine precise requirements and has a Job Rotation
Worksheet been generated?
JOB ROTATION CHECKLIST:
Has common sense been used in evaluating job rotation
possibilities?
Have all employees involved in the rotation schedule
been trained to do all tasks?
Has flexibility and consideration been given for
individuals in the rotation schedule?
JOB ROTATION CHECKLIST:
Are there any employees who would have physical
difficulty in performing all the tasks? Can
accommodations be made for these individuals?
Have formal follow-up evaluations using Team members
and supervisors been conducted?
Are benefits or problems being tracked (increased or
decreased injury rates, turnover, employee satisfaction,
workers compensation costs, etc.)?
THANK YOU