This kind of training involves the movement of trainee from one job to another. This helps him to have a general understanding of how the generation functions. The purpose of job rotation is to provide trainees with larger organizational perspective and a greater understanding of different functional areas as well as a better sense of their own career objectives and interests. Apart from relieving boredom, job rotation allows trainees to build rapport with a wider range of individuals within the organization facilitating future cooperation among departments. The cross trained personnel offer a great amount of flexibility for organizations when transfers, promotions or replacements become inevitable.
Job rotation may pose several problems, especially when the trainees are rolled on various jobs at frequent intervals. In such cases, trainees do not usually stay long enough in any single phase of the operation to develop high degree of expertise. For slow learners there is little room to integrate resources properly. Trainees can become confused when they are exposed to rotating managers, with contrasting styles of operation. Today’s manager’s commands may be replaced by another manager! Further job rotation can be quite expensive. A substantial amount of managerial time is lost when trainees change positions because they must be acquainted with different people and techniques in each department. Development costs can go up and productivity is reduced by moving a trainee into a new position when his efficiency levels begin to improve at the prior job. Inexperienced trainees may fail to handle new tasks in an efficient way. Intelligent and aggressive trainees, on the other hand may find the system to be thoroughly boring as they continue to perform more or less similar jobs without any stretch pull and challenge. To get the best results out of the system it should be tailored to the needs, interests and capabilities of the individual trainee and not be the standard sequence that all trainees undergo.
Table below represents the merits and demerits of job rotation:
Job Rotations Merits and Demerits>>>
1) Improves participant’s job skills, job satisfaction.
2) Offers valuable opportunities to network within the organization.
3) Offers faster promotions and higher salaries for quick learners.
4) Lateral transfers may be beneficial in rekindling enthusiasm and developing new talents.
1) Increased workload for participants
2) Constant job change may produce stress and anxiety
3) Mere multiplication of duties does not enrich the life of a trainee.
4) Development costs may shoot up when trainees commit mistakes, handle tasks less optimally.
Most craft workers such as plumbers and carpenters are trained through formal apprenticeship programs. Apprentices are trainees who spend a prescribed amount of time working with an experienced guide, coach or a trainer. Assistantship and internships are similar to apprenticeships because they also demand high levels of participation from the trainee. An internship is a kind of on the job training that usually combines job training with classroom instruction in trade schools, colleges or universities. Coaching as explained above is similar to apprenticeship because the coach attempts to provide a model for the trainee to copy. One important disadvantage of the apprenticeship method is the uniform period of training offered to trainees. People have different abilities and learn at varied rates. Those who learn fast may quit the program in frustration. Slow learners may need additional training time. It’s also likely that in these days of rapid changes in technology old skills may get outdated quickly. Trainees who spend years learning specific skills may find, completion of their programs and the job skills they acquired are no longer appropriate.