Job rotation is an approach to management development where an individual is moved through a schedule of assignments designed to give him or her a breadth of exposure to the entire operation. Job rotation is also practiced to allow qualified employees to gain more insights into the processes of a company, and to reduce boredom and increase job satisfaction through job variation.
The term job rotation can also mean the scheduled exchange of persons in offices, especially in public offices, prior to the end of incumbency or the legislative period. This has been practiced by the German green party for some time but has been discontinued. At the senior management levels, job rotation - frequently referred to as management rotation into an existing job.
Here the goal is to provide learning experiences which facilitate changes in perspective equivalent to the horizon of the level of the succession planning. For lower management levels job rotation has normally one of two purposes or skill enhancement. In many cases senior managers seem unwilling to risk instability in their units from jobs where the lower level manager is being successful.
Whilst there is relatively little research undertaken in this area a prospective emancipator action research study has been on-going in London health services the research papers can be found .The work has been undertaken with the local health communities. A meta-evaluation of the research and the development of a global model of job rotation is completed at this point.