The first step in any job rotation will be to define what is the purpose for the programme. What does the organisation hopes to achieve? Which departments or employees will be involved? The goal of the job rotation determines what job changes there will be. For instance, will the job rotation prepare the employee for a move into a leadership position, or will the job rotation create additional help for positions that require backup when the employee goes for vacation leave?
Think about the structure, duration and programme size. Start from a single project first to minimise disruptions in the work environment. Implementing it within a single department means that you can discover what works and the obstacles faced by the employees before refining the plan for other employees. The duration of the job rotation should not be too short that prevents the employee from learning the required skills and knowledge fully or too long that it appears that there is no fixed plan for them.
Learning is an important aspect of any training programme. However, equally important is encouraging your employees to u...
Knowledge transfer is the process of transferring specialised knowledge from one person or group to others.