The purpose of job rotation is to provide employees with the opportunity to build their own skills and to contribute their skills to other units. Job rotation supports the development of a more flexible and efficient organisation and reduces vulnerability to unplanned absences.
Job rotation requires voluntary participation and willingness from leaders who release resources, leaders who receive resources, and the ability for employees to return to their original positions. For UiA, the purpose of job rotation includes developing organisational competence and building culture across units. For individual employees, this can provide:
- Greater variety in work
- Opportunities to utilise multiple facets of themselves
- A better understanding of the connections between their own tasks and those of others
- The chance to gain broad experience
- Insights into various parts of the organisation
Job rotation can also lay the groundwork for and enhance adaptability to potential restructuring.
Following the employee development dialogue, if job rotation is desired, the leader should actively work in relevant meeting forums to facilitate its implementation.
Job rotation involves collaboration between departments/faculties and requires understanding and agreement on the initiatives. Job rotation is valued at UiA, and such initiatives should be resolved smoothly and without delays in filling positions.
The HR department must be contacted for assistance with coordination and planning.
For vacant temporary positions, before any external advertisement, the administrative leadership at UiA should consider the possibility of job rotation.