Jobrotation

The job rotation has undergone a conceptual development since its introduction in the German-speaking world and is now with the following meanings ( semantics: " connotations " ) is used:

• As a function of work organization in which the employees of a work system systematically or regularly alternate in the workplace,
• Without reference group: as crime prevention: employers let employees only a short time on points which could be tempted by a criminal act or can,
• Be prepared as staff development, in which employees to exercise leadership and

Job rotation is used in business and increasingly in the public administration.

Job rotation as work organization

The workplace is a systematic rotation of job or task switching within a working system. It was first described by Eric Trist and Ken Bamforth Lansdown 1951.

If this changes within a required level spoken also of activity expansion (Job Large Ment, horizontal restructuring ). If it is activities in different levels of requirement levels then one speaks of job enrichment (Job Rich Ment, vertical restructuring ). The job rotation is thus a work organization, which arises from the work structuring activity enhancement and job enrichment.

In this sense is understood to be an hour job rotation, the systematic exchange of jobs in alternating rhythms of partially to realize with the main objective load balancing. Here, for example rotate five workers in a working system through its five jobs at short intervals.

Example: In the (former) visual inspection of light bulbs by employees that work had after about 20 minutes just tokenism. Through the so-called Vigilanzeffekt as many light bulbs were after this time were actually ok discarded (error 1st order ), such as faulty transmitted (error of 2nd order ). Consequence: The work could usefully be no longer than 20 minutes will be executed, the employee had to be replaced.

The acquisition of another work which is now actually required recovery time can be avoided. Already a rotation about only two ( different types of ) jobs increases in the example, not only the quality of the work result significantly, it also enhances the efficiency. For job rotation each highly qualified personnel is required, as in the original individual work. It's in short cyclic rotation systems work for the employee bearable, and often more interesting (note: work orientation ) and can increase the identification with work content and objectives, but often attracts but also an increase of the fee by yourself.

Job rotation group without reference

Later designated job rotation and the systematic exchange with about months of rhythm even on jobs in other departments or works away with different objectives. This one speaks then of " rotation " if the job is not released by another employee who occupied also " rotated". The rotation thus takes place only from the perspective of the individual employee who has the prospect of having several changes, eventually retake the old workplace. The goal is usually to orient the employees of all the activities of a comprehensive range so that it can take for example the management of this area. In this sense, job rotation is also an essential part of graduate programs.

Another reason may be crime prevention:

• So in purchasing so that is one to prevent personal contact with the supplier, thus reducing the risk of corruption.
• In terms of acknowledgment of goods receipts, for example and the release of payments to reduce the probability of networks, possibly exploiting security flaws in the user roles and workflows.

Job rotation is also developed in Denmark method of labor market policy. The aim is to promote training in enterprises - especially in those with less than 250 employees (so-called small and medium enterprises: SMEs).

Want an operation, its own staff further training, he receives a proxy for the time of training. This comes from the group of persons of the unemployed. Alternates shall be incorporated prior to the actual representation to the specific job. Only when this has completed successfully, the company employees can go to the training.

Ends the company training, the deputy is out again. Very often, the company acquires by training new operational skills, so that the more educated employee will receive a new feature. In this case, the chances are very high that the deputy will have a stable job, because he was able to show in the time of the representation under realistic conditions, if he is able to provide the required performance.

Regarding the performance verification job rotation is considerably realistic than any company internship in which often there is no real performance review. Through the development of the operation increases, most likely, its competitiveness and thus secures the previously existing jobs.

Job rotation was tested in various countries of the European Union since 1996. In Germany she was admitted to the Employment Promotion Act ( Social Security Code III) in 2002. The application of job rotation by the Federal Employment Agency occurs, however, very slow.

In Germany, job rotation is represented by the Federation job rotation based in Berlin, at the European level through the Job Rotation Network.