Impact of Job Rotation on Employee Performance and Retention Report

This business report proposal examines the impact of job rotation on employee performance and retention, using a case study on Macdonald. The introduction outlines the background and significance of the research, emphasizing the role of job rotation in enhancing employee skills, motivation, and organizational success. The report sets aims and objectives, including analyzing the concept of job rotation and its significance in large organizations. Research questions address the definition, need, and importance of job rotation, as well as its connection to employee performance and retention. The report includes a Gantt chart and work breakdown structure to manage the research process, along with references to relevant literature. The study highlights the benefits of job rotation for both employees and employers, including increased skill sets, motivation, and reduced turnover. The report underscores the importance of understanding and implementing job rotation strategies for improved business outcomes.

Business Report
Proposal

Title-.................................................................................................................................................1
CHAPTER 1 INTRODUCTION.....................................................................................................1
1.1 Background of research.........................................................................................................1
1.2 Significance of research........................................................................................................2
1.3 Aims and objectives..............................................................................................................2
1.4 Research questions................................................................................................................3
1.5 Gantt chart and work breakdown structure...........................................................................3
REFERENCES................................................................................................................................6

Title-
“To identify the impact of job rotation on employee’s performance and its retention: A
case study on Macdonald”
CHAPTER 1 INTRODUCTION
1.1 Background of research
Workforce plays a very significant role in the success of an organization because they are
responsible for accomplishing various business activities in order to enhance the productivity of
an enterprise. Basically, employees are liable for handling all the other resources for attaining set
objectives or goals in a defined time frame. Employers are liable for offering number of things to
their employees such as; peaceful working environment, free from discrimination, harassment
and protect from unsafe conditions. Along with this, some other things which include such as job
satisfaction, employee recognition, fulfilling financial requirement as well as job stability to their
desired employees (Mohsan, Nawaz and Khan, 2012). Moreover, human resource is responsible
for the development of an enterprise because they are liable for recruiting skilled or eligible
person in order to fill the vacant position of an enterprise. Therefore, it is essential for manager
of an enterprise is to enhance the talent of employees by taking necessary initiatives such as;
conducting motivational programmes, events, session and so on. Thus, job rotation is a term
which is used by an organization for changing the environment of employees in order to enhance
their performance. Additionally, this factor is really beneficial for company success because they
are liable for handling business operations in order to transfer raw materials into finished goods.
On the other hand, it helps in maximizing the retention of employees also because company is
taking initiatives for facilitating their staff members.
Consequently, whole assignment is focussing on job rotation which helps in improving
the performance of employees by offering them distinct job opportunities as it aids in enhancing
the knowledge. Along with this, company is offering best suitable chance of development by
getting engaged in various other jobs. For example; if an employee is performing job of sales
executive then further he/she get promoted towards higher authority such as; might being a
marketing manager (Snape and Redman, 2010). As a result, it has been understood that sales
executive become marketing manager shows the major example of job rotation.
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1.2 Significance of research
Research on job rotation is very beneficial for company success because it helps in
encouraging employees towards new targets or objectives. In fact, this will support an
association in understanding the technique of motivating staff members towards set goals in a
defined time frame. However, this research supports company in understanding the need of
employees at workplace with the help of several elements. Job rotation is a term which means an
organization needs to rotate the job of their employees. It is significant for an employees as a
way to motivate employees, increase their skills sets and most crucial to hold them within an
organisation for very longer period of time (Chen and et. Al., 2015). It would assist employees to
engage and motivated their staffs in performing their role in more effective and efficient manner.
Job rotation is a human resources planning where companies move employees all around to
different job that are performed within an organisation. Intended to deliver all kind of benefits to
both staffs and employer, job rotation is supposed to enhance their employee interest level and
motivation among each and every employees that are working in an organisation. This strategy is
more crucial for employee as this will help them to learn new things after rotating to various role.
They can easily be able to increase their skills and knowledge that would be valuable for them in
attaining their own as well as organisation aims and objectives (Long, Perumal and Ajagbe,
2012).
Therefore, it has been understood that research is really useful for the success of an
organization because it aids in controlling possibilities of losses. In fact, companies have to make
changes at workplace by considering necessary facts or figures in order to attain set objectives or
goals in a defined time frame.
1.3 Aims and objectives
Aim-
“To identify the impact of job rotation on employee’s performance and its retention: A
case study on Macdonald”
Objectives –
 To analyse the concept of job rotation in business context.
 To ascertain the need of job rotation at workplace.
 To determine the significance of job rotation in large organization like Macdonald.
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 To identify the relationship between job rotation with employees performance and its
retention.
1.4 Research questions
 Explain the term “job rotation” in business context?
 What is the need of job rotation at workplace?
 What is the importance of job rotation for large organization like Macdonald?
 Explain the connectivity between job rotation with employee’s performance and its
retention?
1.5 Gantt chart and work breakdown structure
This part of research helps in understanding the need of classification of job in order to
attain set objectives or goals in a defined time frame. In fact, segregation of work load is really
beneficial for completion of assigned job in a minimum time period. Basically, classification of
roles and responsibilities helps in minimizing the work pressure from one person and assigned
the specified job to eligible person for completion of it in proper manner. Work break down
structure is a term which means that researcher will divide the job responsibility into various
staff members for resolving the problems in a minimum time period. On the other hand, Gantt
chart shows the graphical representation of assigned job to the employees in order to direct all
the team members towards certain objectives (Askenazy and Caroli, 2010).
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REFERENCES
Books and Journals
Mohsan, F., Nawaz, M.M. and Khan, M.S., 2012. Impact of job rotation on employee
motivation, commitment and job involvement in banking sector of Pakistan. African
Journal of Business Management, 6(24), pp.7114-7119.
Snape, E. and Redman, T., 2010. HRM practices, organizational citizenship behaviour, and
performance: A multi‐level analysis. Journal of Management Studies, 47(7), pp.1219-
1247.
Chen, S.Y and et. Al., 2015. Job rotation and internal marketing for increased job satisfaction
and organisational commitment in hospital nursing staff. Journal of Nursing
Management, 23(3), pp.297-306.
Long, C.S., Perumal, P. and Ajagbe, A.M., 2012. The impact of human resource management
practices on employees’ turnover intention: A conceptual model. Interdisciplinary
Journal of Contemporary Research in Business, 4(2), pp.629-641.
Askenazy, P. and Caroli, E., 2010. Innovative work practices, information technologies, and
working conditions: Evidence for France. Industrial Relations: A Journal of Economy
and Society, 49(4), pp.544-565.
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