Implement a Job Rotation Program Develop and engage

Implement a Job Rotation Program Develop and engage your workforce by giving them opportunities to broaden their experience across the organization. SAMPLE Learn about becoming a member Info-Tech Research Group, Inc. is a global leader in providing IT research and advice. Mc. Lean & Company is a research and advisory firm that provides practical solutions Info-Tech’s products to human resources challenges with executable research, tools, and advice that will have a and services combine actionable insight and relevant advice with Mc. Lean & Company is a research and advisory firm providing practical solutions to human resources challenges via executable research, tools and advice that ready-to-use toolsclear and measurable impact on your business. © 1997 -2017 Mc. Lean & Company. and templates that cover the full spectrum of IT concerns. have a clear and measurable impact on your business. © 1997 -2017 Mc. Lean & Company is a division of Info-Tech Research Group. © 1997 -2016 Info-Tech Research Group Inc. Mc. Lean & Company is a division of Info-Tech Research Group Inc. Mc. Lean & Company 1

EXECUTIVE SUMMARY Key Insight Situation • Employees often want more development and career opportunities, but there may not always be positions available to be promoted into. • Organizations need to identify qualified candidates to fill key vacancies as they arise. • Job rotation programs can address both of these issues: they provide the opportunity to develop employees in a variety of areas and improve internal talent mobility. Complication • Job rotation programs can be difficult to develop and administer; in a time when HR departments are downsizing, HR may be too taxed with daily operations to develop a program. • A successful job rotation program must be clearly tied to organizational strategies in order to have buy-in from leadership. Resolution • Use Mc. Lean & Company’s five-step process to develop and implement a successful job rotation program that is: o Aligned with your organization’s strategic objectives. o Designed to suit your particular capacity and needs. o A powerful tool for developing and retaining talent. SAMPLE Job rotation programs are a savvy way to attract, engage, develop, and retain today’s workforce. They give employees a better perspective of the whole organization, increase engagement by decreasing boredom and providing the chance to develop new skills, and allow employers to more easily identify candidates for succession planning. Mc. Lean & Company 2

MCLEAN & COMPANY OFFERS VARIOUS LEVELS OF SUPPORT TO BEST SUIT YOUR NEEDS DIY TOOLKIT GUIDED IMPLEMENTATION “Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful. ” “Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some checkins along the way would help keep us on track. ” WORKSHOP CONSULTING “We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place. ” “Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project. ” Diagnostics and consistent frameworks used throughout all four options SAMPLE Mc. Lean & Company 3

Use Mc. Lean & Company’s five-step process to help overcome these obstacles Follow-Up & Measure Progress Communicate & Implement 5 1 4 Develop the Strategy 2 Design the Program 3 Operationalize the Program SAMPLE Mc. Lean & Company 4

SAMPLE SLIDES SAMPLE Mc. Lean & Company 5

Data suggests that job rotation programs can have a broad impact on key HR priorities Industry Trends and Priorities Job rotation is a powerful but underused strategy for addressing key or strategic vacancies. Data shows that career development opportunities significantly impact overall employee engagement. Job rotation programs can be an important part of your overall career development strategy. 100% According to Mc. Lean & Company’s HR Trends and Priorities Survey (2016): 90% 80% • The top three trends in addressing key vacancies are: o Creating programs to promote internal talent mobility. o Focusing L&D training on development for key roles. • Companies with job rotation programs have an increase in the effectiveness of their L&D programs, yet only 24% of organizations are using job rotation programs as a key learning and development method. 88. 7% 70% % Engaged o Identifying roles or competencies that will be lost to retirement in the next 3 -5 years. 83. 8% 59. 2% 60% 61. 6% 50% 41. 2% 40% 30% 20% 10% 22. 1% 16. 5% 13. 9% 26. 0% 41. 7% 24. 0% 17. 7% 0% Strongly Disagree Somewhat Disagree Agree Responses Agree Strongly Agree I can advance my career in this organization Mc. Lean & Company, N=148, 390 This data suggests that job rotation programs may be a missed opportunity for preparing employees to fill key vacancies. SAMPLE Mc. Lean & Company 6

Job rotation programs achieve strategic objectives by reducing pain points for employees Employee Pains • Employees may want to advance in the organization, but know that they are unlikely to be promoted due to limited openings in higher roles. • Employees get bored or reach a career plateau. • Employees are not getting enough development opportunities, which lowers engagement. These issues can lead to a: • Decrease in job motivation. • Decrease in innovation. • Increase in turnover. Mini Case Study: Eli Lilly Pharmaceutical company Eli Lilly's job rotation program within its finance department reported an increase in employee motivation. Employees being rotated felt more motivated because: • They viewed job rotation as an indication that the organization cares about them. • They could tie the results of the program to very clear measureable outcomes, such as a promotion or salary increase. (Cheraskin & Campion) Pain-Reducing Effects of Job Rotation • Rotating employees breaks up the monotony they feel in their current roles and overcomes job dissatisfaction by having new tasks and responsibilities (Heathfield). • It increases engagement by providing them with additional development. • Rotation may facilitate lateral moves if promotion in an employee’s home department is not possible, improving career progression. SAMPLE “ If employees lack meaningful challenges in their roles and feel that career opportunities are limited, they are organizational flight risks – especially as the economy rebounds. • • – Source: “Set Talent in Motion” ” Mc. Lean & Company 7

MCLEAN & COMPANY HELPS HR PROFESSIONALS TO: Maintain a progressive set of HR policies & procedures Develop effective talent acquisition & retention strategies Demonstrate the business impact of HR Build a high performance culture Stay abreast of HR trends & technologies “ Now, more than ever, HR leaders need to help their organizations maximize the value of their people. Mc. Lean & Company offers the tools, diagnostics, and programs to drive measurable results. “ Empower management to apply HR best practices – Jennifer Rozon, Vice President, Mc. Lean & Company Sign up to have access to our extensive selection of practical solutions for your HR challenges LEARN ABOUT BECOMING A MEMBER Toll Free: 1 -877 -281 -0480 SAMPLE hr. mcleanco. com Mc. Lean & Company 8