Companies take a lot of time to build a strong workforce which contributes substantially to the business goals of a company. From hiring the right candidate to training the new joiners to giving them responsible positions, all of this take a lot of time and money. Once established, an employee can contribute much more towards the revenues and profits of a company. However, the danger of a dissatisfied or demotivated employee moving out it all but very real. A fully trained employee is an asset and if he/she move out to a competitor it can cause a void in its business.
Hence, to keep employees motivated, there are several actions which a company can take. One such action is job rotation i.e. employees can be a part of the organisation, and can grow in a role or profile with more responsibility. Obviously, there has to be a hike in remuneration, but the type of work also helps in motivating the employees. Newer tasks and challenges help keep an employee interested and gives a sense of growth. Also it breaks the monotony which develops with the repetitive and continuous work in the current profile. Hence internal movements of employees is critical for the company to retain good talent and helps boost the learning & career of the employee.
HR department makes it a point that employees are always engaged positively and motivated. This can be through awards, bonuses, out door activities etc. But a good performing employee also requires a change in the work being done. This means that an employees looks for more challenges, better tasks, new departments to work with, learning new skills etc. All this helps in breaking the monotony and keeps an employee on his toes. All this can be achieved by having job openings within the organisation, where priority is given to employees over candidates applying from outside. This internal movement helps in retaining the right talent within the company and also boosts the career of the employee.
The HR department opens up a list of job profiles for employees within the organisation. These jobs are classified on the basis of job profile, job type, department, skills required, locations etc. All these internal job postings can be seen from the internal job dashboard within the company. Employees who are looking for a change can see the various job openings and opportunities which they are eligible for and can apply. This way an employee gets to apply within the organisation. This flexibility of internal job movement gives a sense of belonging as the employee feels his career growth is also being cared for.
Based on the job profiles applied for through the internal jobs dashboard, the employee is shortlisted based on past experience, skills required etc. Once the basic shortlisting is done, the employees have to give an interview with the concerned department where the vacancy is present. This interview more about understanding the skills of the employee, the opportunities he is seeking and whether he would be the best person for the role. Since he is already an employee, the work of the department and HR is also drastically reduced as there is no background check required. Being an existing employee the company already knows his talent, potential, work ethics, behaviour etc. Hence internal job movements are as beneficial for companies as they are for employees. Once all the candidates are interviewed, the best person suited to execute the duties are considered for the new job role. If there is a promotion required for this role, the same is also done which helps in increasing the pay grade of the employee. Hence internal job openings can be a boon for the companies and employees.
However, there can be certain drawbacks also of job rotation through internal movements. Firstly, the jobs might be an overlap with the existing work profile of an employee. This might not excite an employee too much as he has already worked in a similar environment and skill sets. Also, for an existing employee the company might not offer a very high pay rise. Hence this would reduce the interest of an employee. Similarly, by retaining an employee through internal job movements, the company might actually lose out on a potentially better candidate who would have otherwise applied for the job profile.
However, in the larger scheme of things, internal job movements and job rotations prove beneficial for the company as well as employees. Thus employees who are looking for a more challenging role and looking to acquire more skills can be confident of trying out new job opportunities through internal movements. And similarly, companies can also retain good employees by ensuring that the right person is offered the right job at the right time.