İnsan kaynaklarında iş rotasyonu tekniği ve bir uygulama
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Date
2009-01-02
Authors
Şermet, Cahide Meltem
Journal Title
Journal ISSN
Volume Title
Publisher
Uludağ Üniversitesi
Abstract
İş rotasyonu çalιşana belirli imkanlar sunan bir kişisel gelişim ve işbaşι eğitim tekniğidir. İş rotasyonu, kişilerin farklι işlerde çalιşιp farklι sorumluluklar almalarιnι ve becerilerini ve deneyimlerini arttιrmalarιnι sağlamaktadιr. İnsan Kaynaklarι departmanlarι i ş rotasyonu uygulamalarι ile, çalιşanιn bilgi, beceri ve yetkinliklerini zenginleştirmeyi; monotonluklarιnι gidermeyi ve motivasyon ve iş tatmini yaratmayι hedeflemektedirler. İş rotasyonu aynι zamanda bir kariyer planlama ve yönetici yetiştirme aracι olarak görülmektedir. Bununla birlikte iş rotasyonu, çalιşanιn, zihinsel becerilerini geliştirdiği, güçlü ve zayιf yönlerini görebildiği, beklenmedik durumlar karşιsιnda çözüm üretebilme kapasitelerini arttιrabildiği bir çalιşma alanι olarak da tasarlanmaktadιr. Mavi yakalιlarda iş rotasyonu günümüzde firmalardaki ergonomik şartlarι iyileştirmek; iş kazalarιnι ve meslek hastalιklarιnι azaltmak için yoğun olarak kullanιlmaktadιr. Çalιşmanιn ilk bölümünde iş rotasyonu ile ilgili yapιlan tanιmlara ve kullanιm amaçlarιna değinilmiştir. İkinci bölümde de, iş rotasyonu uygulama sürecine, uygulama türlerine, uygulama etkinliğinin ölçümüne, uygulamada karşιlaşιlan kιsιtlara ve çeşitli ülke örneklerine yer verilmiştir. Çalιşmanιn son bölümünde yer alan araştιrma Otomotiv Ana Sanayi’ne bağlι 18 işletmede gerçekleştirilmiştir. Araştιrmanιn birinci evresinde tüm işletmelerin İK yöneticileri ile iş rotasyonunu uygulama durumlarι ve şekilleri incelenmiştir. Araştιrmanιn ikinci evresinde de seçilen 5 işletmedeki en az bir kere iş rotasyonuna tabi olmuş –üst yöneticiler hariç- 104 beyaz yakalι ile iş rotasyonunun çalιşanlara ilişkin hedeflerinin algιlanmasιna yönelik bir tutum araştιrmasι yapιlmιştιr. Çalιşanlarιn demografik ve de diğer özelliklerinin algιlamada farklιlιk yaratιp yaratmadιğι tek yönlü ANOVA analizi ile tespit edilmiştir. Ayrιca iş rotasyonunun çalιşanlara ilişkin hedeflerinin çalιşanlar tarafιndan algιlanmasιnιn, çalιşanlarιn iş rotasyonu sisteminden duyduklarι memnuniyete bir etkisinin olup olmadιğι da Çoklu Doğrusal Regresyon analizi ile incelenmiştir.
Job Rotation is a self-development and on-the-job training technique which is giving to employees some opportunities. It provides to the workers to take different responsibilities and to increase their abilities and experiences in different jobs. Human Resources Department aims with the application of job rotation to enrich the knowledge, abilities and competencies of the employees; to minimize the monotony and create the motivation and job satisfaction in the company. At the same time job rotation is seen as a career-planning and executive development tool. Moreover is job rotations created as a working area in that employees can develop their intellectual skills, identify strengths and weaknesses of themselves, increase his or her problem-solving capacities against unexpected situations. Nowadays job rotation is used very deeply for blue collar employees in order to improve the ergonomic circumstances in the companies and to decrease job accidents and job illnesses. In the first part of the dissertation were pointed out different definitions and application aims of the job rotation. In the second part of the dissertation were discussed the process and the types of the application; the effectiveness measurement of the job rotation; restrictions during the application of the job rotation and the job rotation examples from different countries. The research, which is described in the last part of the study, has been applied in 18 firms in the Automotive Main Industry. In the first part of the research the presence and the form of the application of the job rotation has been examined with the Human Resources Managers in all firms. In the second part of the research has been applied an attitude survey in five chosen companies in order to examine the perceptions of 104 white-collar employees -except upper level managers-, who have at least a job rotation experience, against employee based aims of the job rotation. It has been analysed by oneway ANOVA technique whether the demographical and other specifications make a difference in the perceptions. In addition, it has been also analysed by Multiple-LinearRegression model whether perceptions of the employees concerning employee-based targets of the job rotation has an effect on the employee satisfaction through job rotation technique.
Job Rotation is a self-development and on-the-job training technique which is giving to employees some opportunities. It provides to the workers to take different responsibilities and to increase their abilities and experiences in different jobs. Human Resources Department aims with the application of job rotation to enrich the knowledge, abilities and competencies of the employees; to minimize the monotony and create the motivation and job satisfaction in the company. At the same time job rotation is seen as a career-planning and executive development tool. Moreover is job rotations created as a working area in that employees can develop their intellectual skills, identify strengths and weaknesses of themselves, increase his or her problem-solving capacities against unexpected situations. Nowadays job rotation is used very deeply for blue collar employees in order to improve the ergonomic circumstances in the companies and to decrease job accidents and job illnesses. In the first part of the dissertation were pointed out different definitions and application aims of the job rotation. In the second part of the dissertation were discussed the process and the types of the application; the effectiveness measurement of the job rotation; restrictions during the application of the job rotation and the job rotation examples from different countries. The research, which is described in the last part of the study, has been applied in 18 firms in the Automotive Main Industry. In the first part of the research the presence and the form of the application of the job rotation has been examined with the Human Resources Managers in all firms. In the second part of the research has been applied an attitude survey in five chosen companies in order to examine the perceptions of 104 white-collar employees -except upper level managers-, who have at least a job rotation experience, against employee based aims of the job rotation. It has been analysed by oneway ANOVA technique whether the demographical and other specifications make a difference in the perceptions. In addition, it has been also analysed by Multiple-LinearRegression model whether perceptions of the employees concerning employee-based targets of the job rotation has an effect on the employee satisfaction through job rotation technique.
Description
Keywords
İş rotasyonu, Kariyer planlama, Yönetici geliştirme, Monotonluk, Kişisel gelişim, Job rotation, Career planning, Executive development, Monotony, Self-development
Citation
Şermet, C. M. (2009). İnsan kaynaklarında iş rotasyonu tekniği ve bir uygulama. Yayınlanmamış doktora tezi. Uludağ Üniversitesi Sosyal Bilimler Enstitüsü.