Human Resource Management

JOB ROTATION
BANKING SECTOR

TEAM MEMBERS
PUNIT KINARIWALA
RAJKUMAR UPADHYAY

21
58

PRIYANKA VISHWAKARMA
SHRISTI TIWARI

59
57

INTRODUCTION
Job Rotation is: Management Tool Pre-planned Approach Effective Process

OBJECTIVES OF JOB ROTATION

Reducing the monotony of the job
Succession Planning

Creating Right Employee Job Fit

Exposing workers to all the verticals of the Organization

BENEFITS OF JOB ROTATION

Helps the Manager to identify the hidden talent of the

employee
Helps the employee in identify his/her real Interest

Identify Knowledge, Skills & Attitudes

Motivates employee to deal with new challenges

Increases Employee Satisfaction & Decreases Attrition

rate

ORGANISATION SELECTED

AXIS BANK
Chairman: Adarsh Kishore

Current MD & CEO: Shikha Sharma

Axis Bank was the first of the new private banks to have

begun operations in 1994

Registered Office: Ahmedabad Bank has a wide network of more than 1281 branches One of the largest ATM networks in the country having over 7591 ATMs

AXIS BANK
VISION: To be the preferred financial solutions provider
excelling in customer delivery through insight, empowered employees and smart use of technology

AWARDS:
Most Productive Private Sector Bank Award - FIBAC 2011 Banking Awards Ranked 3rd Strongest Bank in Asia Pacific region by Asian Banker

 Chairman and Managing Director: Shri. Narendra Modi

INDIAN OVERSEAS BANK

Established: February 10th 1937 by Shri. M.Ct.M.

Chidambaram Chettyar

IOB was one of the 14 major banks that was nationalised

in 1969. Total of over 700ATMs Presently has a total of 1400 domestic branches and 6 overseas branches.

INDIAN OVERSEAS BANK

The symbolic representation of growth and security and its punch line is "GOOD PEOPLE TO GROW WITH".

FINDINGS & ANALYSIS

 .
PARAMETERS
What is Job Rotation? Rationale Job Rotation Cadre/ Designation Evaluate employees performance

AXIS BANK
-Assigning another job responsibility -Competencies -Non performance -All levels

INDIAN OVERSEAS BANK

-Change in work allocations -Opportunity of exposure & experience -Operator level -Junior & Senior Manager -Accomplishment -Feedback

- Accuracy of work - Staff management - Sales figures

 .
PARAMETERS
Factors considered

AXIS BANK
-Performance

INDIAN OVERSEAS BANK

-Educational background -Aptitude -Area of interest - Counselling - Hamper promotion - As per the cadre -Learning -Prevent fraud cases

If Job Rotation is -Low Grades ineffective? Time span - Not pre-decided Benefits of Job Rotation -Increase in performance of the department

 .
PARAMETERS
Challenges

AXIS BANK
- Fear of losing some good employees

INDIAN OVERSEAS BANK

-Resistance from employees -Time consuming

Direct / Indirect Cost Suggestion

- Hike in pay scale(not Operator level, Junior & always) Senior Manager -Before rotation, employee should be asked for their preference Job rotation should be implemented in the right spirit

RECOMMENDATIONS
Clear understanding of expectations

Connect the new employee with the existing

employee of the department

Offer incentives for job rotation

Conducting training programs for employees

Analyze the employees pre & post job

rotation performance and implement the learning of the program.

JOB ROTATION CHECKLIST:

The following must occur for each job rotation set-up:

Jobs proposed to be rotated are _____________

Has an employee meeting been held to determine

interest and gain involvement and input?

Has each task involved in the proposed rotation been

reviewed with the physical job Analysis checklist to

determine precise requirements and has a Job Rotation Worksheet been generated?

JOB ROTATION CHECKLIST:

Has common sense been used in evaluating job rotation

possibilities?
Have all employees involved in the rotation schedule

been trained to do all tasks?

Has flexibility and consideration been given for

individuals in the rotation schedule?

JOB ROTATION CHECKLIST:

Are there any employees who would have physical

difficulty in performing all the tasks? Can

accommodations be made for these individuals?

Have formal follow-up evaluations using Team members

and supervisors been conducted? Are benefits or problems being tracked (increased or decreased injury rates, turnover, employee satisfaction, workers compensation costs, etc.)?

THANK YOU