||Job rotation is a necessary HR practice in the banking system of Taiwan, whether banks transfer their employees to different job contents or different workplaces. For employees, job rotation may bring different impacts for them to such change. In this study, I interviewed 21 employees from 10 Taiwanese banks to tell the impacts, from their job rotation, on them. |
Seven kinds of job rotation were classified according to the job content and workplace. Employees in banking may have different opportunities and experience on job rotation. I conduct four conclusions from all interviews as below.
1.The feature of job rotation：
There are two ways to do job rotation in banks, the company deciding and the employees applying. Besides, the job content rotation is for preventing fraud produced and the workplace rotation is for meeting the demands of business and manpower.
2.The employees’ perception about job rotation：
The employees have both positive and negative perceptions about job rotation.
3.The impacts of workplace rotation on employees：
If the decision of workplace rotation is according to the rules, most employees will accept the decision. Some employees will actively apply workplace rotation to meet their personal demands.
4.The impacts of job content rotation on employees：
When job content rotation is in the same department, it makes employees to have a comprehensive understanding of all business of this department. When job content rotation is across departments, it can reduce employees’ feelings of boredom in work. After rotated, employees feel work pressure is increasing, since the new job contents are more complicated and they need to adapt such new situation.