A STUDY ON OF JOB ROTATION OF

EMPLOYEES IN INDIA MART

M.MANOJKUMAR (19MBA0019)
PROJECT GUIDE: PROF A.SENTHIL
RAGAVAN INDIA MART
STATEMENT OF PROBLEM:

• Every company wants to place right persons for the right job ,each companies tries to attract
compotent people for their job in the organization. when their not able to find suitable persons from
outside sources ,they fill up the posts through the existing employees.The existing employees are
transferred from one dept to another dept and from one post to another post .This are transferring
jobs and departments will help the organization to become efficient in their operations and make the
employees through about the job details to be performed in each department.to examine the impact
of experience in the job rotation of employees.To study the impact of educational qualification and
skill set in the job rotation to offer suitable suggestion in India mart limited is following the same
for efficient functioning hence the examining the effectiveness of job rotation in India mart limited
OBJECTIVES OF THE STUDY:

• PRIMARY OBJECTIVE
• To study the effectiveness of job rotation in india
• SECONDARY OBJECTIVE:
• To study the factors affecting job rotation in india mart
• To examine the impact of experience in the job rotation of employees
• To study the impact of educational qualification and skill set in the job rotation to
offer suitable suggestion
SECONDARY OBJECTIVES:

• To suggest the changes to me made immediately for an effective HR

department
NEED OF THE STUDY:

• The companies should analyze the HR policies frequently and after

analyzing the factors the updating should be made regularly
• Job rotationing carries a great importance to the company because the
productivity of the company gets affected because of the psychological
behavior of each and every employee.
• Job rotation is an important tool to be used by the company to get the fresh
blood to flow in.
SIGNIFICANCE OF THE STUDY:

• Its tell about the job rotation is important for the analysis of the work
performance in the companies
REVIEW OF LITERATURE:

• T.V.Rao (2019), Job rotation is a great deal of work as been in India regarding the use of HR as an
organisation development intervention and is a unique feature of Indian organizations.
• Nevado (2018) considers that the job rotation should also analyze if the personnel policies are in
alignment with the general objectives and the global strategy of the company. It must also translate the HR
strategy into plans and programs.
• Subbarao&Zehgal (2017) gave a macro-level perspective to HRA disclosure in financial statements by
analyzing the differences across countries in the disclosure of human resources information disclosure in
annual reports across six countries. The authors found differences in disclosures of HR information across
countries and provided accounting and financial professional insights on the HR information areas they
need to focus on in their country.
CONTINUATION

• Roy (2019) reports on a case study on Skandia Group- one of the first companies known for its work on
intellectual capital, and provides an interesting example for organizations desirous of managing their
intellectual capital.
• Brown (2020) considers that the measurements used to evaluate the company’s personnel reflect neither
its value nor its performance. This is why he proposes an alternate procedure that consists of creating a
human capital index based on four elements that must be carefully studied considering their relative
importance to the company.
• Dolan, Schuler, and Valle (2019) defines it as “the evaluation of the adaptation of the HR policies and
practices in their support of the company’s general strategy.” 
CONTINUATION:

• Jones (2020) writes that “Financial reporting systems need to account for people. The author indicates
that the issue of providing bottom line worth for training, wellness programs or employee satisfaction
surveys remains an ongoing struggle with HR executives in Canada, and laments why one is required to
make the business case for something that is intrinsically known to be important to financial importance.
• Grojer (2017) gives an interesting perspective on why HRA has taken roots in Scandinavia especially
Sweden, as compared to other parts of Europe, by suggesting that human resource accounting measures
can be successfully introduced only when it suits the social order in organizations—and Scandinavian
management and the Swedish organizational social order suits HRCA. Grojer notes that introduction of
new personnel key ratios in financial key ratio pages in organizations may result in the change in the
social order between the management elite, and will therefore be a problematic process.
CONTINUATION:

Job rotation refers to a systematic shifting of employees from one job to another
and, in most cases, over Job rotation refers to a systematic shifting of employees
from one job to another and, in most cases, over Disley and vesky(2009)
Cosgel and Miceli (1999) argue that is should only be applied when the incremental
benefits of its applicationsoutweigh the benefits of work specialization. This means
that it is necessary to carry out a cost benefit analysis before
 
RESEARCH METHODOLOGY:

• The research methodology deals with the research design, data collection
methods, sampling method, fieldwork, and the analysis and interpretation of
research work.
RESEARCH DESIGN:

• A research design is the specification of methods and procedure for acquiring

the information needed. Research design classified under three broad
categories – explanatory, casual and descriptive. But the researcher was
concerned mainly with descriptive research design. The study was conducted
in order to find out the Job rotation towards the company.
SAMPLING TECHNIQUE

• One of the main elements in the research design is sampling plan which is further divided
into sampling unit, sampling size, sampling type.
• Sampling Plan:
• One of the main elements in the research design is sampling plan which is further divided
into sampling unit, sampling size, sampling type.
• Sampling Unit:
• Sampling unit can be defined as the basic unit containing the Job rotation towards the
company.
SAMPLING TECHNIQUES CONTINUATION:

• Sampling Size:
• In this research, the sample size amount to one hundred and fifty, which are surveyed
from employees of the company.
• Sampling Type:
• Convenience sampling I adapted in this research. It is a non-probability sampling and
it is refers to selecting a sample based on convenience. And also, the stastical tool are
applied viz. (a) chi-square test (b) Percentage analysis and c) Rank correlation.
DATA ANALYSIS:
INTERPRETATION:

• The above table shows the respondents opinion on employees achieving

goals and targets. 40% of respondents say strongly agree, 23.3% of them
agree, 14% of them gave neutral as their response, 12.7% of them disagree
and 10% of them strongly disagree the above said statement.
DATA ANALYSIS:
INTERPRETATION:

• The above table shows the respondents acceptance on investing more on

employees education and training. 30.7% and 28% of them strongly agree
and agree the statement that investment can be done on employee education
and training, 17.3% give neutral as their response, 12% of the respondents
disagree and 12% strongly disagree the same.
DATA ANALYSIS:
INTERPRETATION:

• The above table shows the gender of the respondents. Among 150
respondents nearly 60.7% of the respondents are male and remaining 39.3%
are female.
DATA ANALYSIS
INTERPRETATION:

• The above table shows the educational qualification of the respondents.

30% of the respondents studied 12th standard, 36% of them completed UG
degree, 18% of them completed PG degree and 16% of them belongs to
others category.
DATA ANALYSIS:
INTERPRETATION:

• The above table shows the department of the respondents. 28.7 of the
respondents belongs to spinning department, 30% of them belongs to knitting
department, 20.7% of them belongs to dyeing department and 20.7% of them
belongs to packing department.
QUESTIONAIRE:

• 1. Name (Optional)
• 2. Gender
a) Male b) Female
3.Age in years
a) 20-25 years b) 26-30 years c) 31-35years d) 36-40 years
e) Above 41 years
CONTINUATION:

• 4.Educational Qualification :
• a)10th b) 12th c)UG d)PG e)Diploma
• 5. Department
a) Spinning b) Knitting c) Dyeing d) Packing
• 6.Do you agree that the employees are achieving the company goals and targets?
• Strongly agree b)Agree c) Neutral d) Disagree e) Strongly disagree
CONTINUATION:

• 7. Do you agree that the company will invest more in employee education and
training Benefits?
• a)Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
• 8. Do you think Strategic Job rotation will reduce employee turnover?
• a)Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
• 9. In what time frame will your company will conduct training programs?
• a) Once in a month b) Quarterly c) Half yearly d) Annually
CONTINUATION:

• 10. Mention the satisfaction level of safety measures implemented in your organization?
• e) Highly Dissatisfied a) Highly satisfied b) Satisfied c) Neutral
d) Dissatisfied
11. What is the mode of recruitment process involved in your company?
a) Through agencies b) Through employee reference
c) Through advertisement d) Through colleges
12. Mention the satisfaction level of selection process involved in your company?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly Dissatisfied
CONTINUATION:

• 13. What kind of company source for selection Does Company adopts with internal factors?
• a) Transfer b) Promotion c) Demotion d) Others
• 14. What kind of company source for selection does company adopts with external factors?
• a) Campus interviews b) Lateral applicants c) Good academic track d)
Advertisement e) Labour unions
• 15. What type of culture does the company follows?
• a) Formal b) Informal c) Both
CONTINUATION:

• 16. How many days of initial training is given to

• a) Workers b) Managers
• 17. Whether company is going for Job rotation & Job enrichment?
• a) Yes b) No c) Don’t know
• 18. Does training help in morale boosting and increase the efficiency of
employees?
CONTINUATION:

• 19. Who will be the persons in Strategic Job rotation?

• a) General manager b) Production manager c) HR manager d) Job
rotation
• 20. When will the company conduct Strategic Job rotation?
• a) Productivity linked b) Performance based pay c) Profit
incentives
CONTINUATION:

• 21) What type of non financial allowances does company follows?

• a) Status b) Job security c) Job security d) Promotion
d)team spirit
• 22) Factors effecting Job rotation
S.No Factors affecting RANK
1 Strategy known and understand by the organization  
2 Strategy supports and fit with the Business plan  
3 HR strategy is regularly reviewed  
4 HR strategy consistent with the organization mission  
5 HR strategy focusing the functional strategy  
CONTINUATION:

• 23)Ranking for Strategic Job rotation

S.no Benefits Rank
 
1. Financial incentives  
2. Financial allowances  
3. Job rotation  
4 Job enrichment  
5. Job security  
6. Performance appraisal  
7 Job control  
THANK YOU