Strategic Job Rotation [人事4-キャリアプラン]
Normally when some staff resigns, the rotation will happen.
We all know that the job rotation gives a chance to develop the employee. However it is not so easy to design this strategically as the following reasons.
1) The direct bosses , normally deaprtment heads, can rotate the staff within their deaprtment, which has a limitted opportunity.
2) If the direct bosses can't be promoted, the staff has less chance to be their position.
3) The staffs generally feel risky to be assigned in the diffrent department, since they are not sure to peform well or not in the new positions. And they tend to think that it slow their promotion.
4) The bosses can't take care of their staff's career for a long time, since they may not be in the same position.
5) It is difficult for the bosses to deploy the staff in the other department unless they have the right successor who normally can not be found easily.
6) The bosses usually keep the good talent with them.
7) There are no motivation for the bosses to deploy their talents in the other deaprtment for the sake of human development, since this action will not be recognised as a good leader by the company's assesment system.
8) When the bosses want to deploy their talent in the other department, it will not be realised if there are no vacancy.
So it is very difficult to rotate the staff strategically.
What HR deaprtment can support this?
1)To set up the internal job posting plattform for the employees' proactive action.
2)To promote the career talk among the staffs and department/division heads every year for the career discussion.
3)To list up the employees (especially managers) who are keeping the same position for many years (e.g. five years) as the notice for the management.
But,these initiatives may not be sufficient as a strategic rotation.
Senior management should form the startegic job rotation committe to rotate the talent strategically. And the company should take some number of young talents periodically so that this can be a trigger for the rotation.
And we should develop the assesment system to evaluate the bosses who do the strategic staff rotation.