Job Rotation Scheme Research Articles

MODELING COMPETENCIES FROM THE PERSPECTIVE OF TALENT MANAGEMENT

Competence is a concept commonly used by both researchers and practitioners to describe performance. The use of competency models was created to describe the selection processes, identify the training needs or succession planning. Skills are the basis of talent management. Talent management is considered to be a method that allows organizations to respond to the requirements associated with increased competencies. Competencies serve the basis of any integrated talent management strategy and facilitate the connection between the business strategy and the talent management philosophy of an organization. Skills modeling gives talent leaders the information they need to design a clear and efficient talent management program. Therefore, the purpose of this paper is to highlight the way in which the modeling of competences is achieved through talent management. The research methodology is based on a qualitative approach, on the analysis of the specialized literature and on online documents such as: the sites of companies, employees' forums, press articles, etc. Thus, talent management models the competencies by preparing the employees for the necessary expertise and by helping them grow with the organization. Modeling skills from a talent management perspective starts with an effective program to help the employee establish then selves in the new role, to be offered ample opportunities to improve skills and competences, while allowing growth through counseling, coaching, mentoring and job rotation schemes. At the same time, the talent management development directive offers training and development opportunities through several learning channels for employees to acquire additional skills, knowledge, competencies, etc., thus building a higher performing workforce.

Risk of slaughterhouse workers developing work-related musculoskeletal disorders in different organizational working conditions

Job rotation is defined as workers rotating between tasks with different exposure levels and occupational demands. The aim of the present study was to analyze the risk factors for the development of upper-limb work-related musculoskeletal disorders (UL-WMSDs) in poultry slaughterhouse workers as well as compare the score of the OCRA Checklist in different organizational working conditions. In this cross-sectional study, 118 workers were involved, 68 women (32.3 ± 10.7 years) and 50 men (29.5 ± 10.5 years). Three organizational configurations (“without job rotation”, “with job rotation – tasks >1h” and “with job rotation - tasks <1h”) were evaluated using the OCRA Checklist method, totaling 36 tasks and 28 job rotation schemes composed of 2–3 tasks. The OCRA score of the right upper limbs (17.8 ± 3.2) was significantly higher (p = 0.046) relative to the left upper limbs (16.4 ± 3.6). The median score was significantly lower in the “with job rotation - tasks <1h” condition (18.6) when compared to the “job rotation – tasks >1h” (19.4) (p < 0.001) and the “without job rotation” (19.0) (p = 0.038) conditions. However, there was no significant difference between the condition “with job rotation - tasks >1h” and “without job rotation” (p = 0.155). Thus, job rotations with intervals <1h reduced the risk of developing UL-WMSDs. Job rotations with <1 h intervals in poultry slaughterhouses are recommended along with further studies to verify the effectiveness of rotations with more than two tasks, involving mild or non-repetitive tasks.

Job rotation and work-related musculoskeletal disorders: a fatigue-failure perspective

Job rotation is an organisational strategy that can be used, in part, to reduce occupational exposure to physical risk factors associated with work-related musculoskeletal disorders (MSDs). Recent studies, however, suggest that job rotation schedules may increase the overall risk of injury to workers included in the rotation scheme. We describe a novel optimisation framework evaluating the effectiveness of a job rotation scheme using the fatigue failure model of MSD development and a case study with real injury data. Results suggest that the effect of job rotation is highly-dependent on the composition of the job pool, and inclusion of jobs with higher risk results in a drastic decrease in the effectiveness of rotation for reducing overall worker risk. The study highlights that in cases when high-risk jobs are present, job redesign of those high risk tasks should be the primary focus of intervention efforts rather than job rotation. Practitioner summary: Job rotation is often used in industry as a method to ‘balance’ physical demands experienced by workers to reduce musculoskeletal disorder (MSD) risk. This article examines the efficacy of reducing MSDs through job rotation using numerical simulation of job rotation strategies and utilising the fatigue failure model of MSD development.

An Optimization Framework for Job Rotation to Better Assess the Impact on Overall Risk

We aim to study the potential of job rotation schemes to improve worker safety. To this end, we developed a novel optimization framework based on a recently proposed fatigue-failure model for musculoskeletal disorder (MSD) risk evaluation. We then employed it to conduct an illustrative case study. We demonstrate that the effect of job rotation is highly dependent on the composition of the job pool. Namely, if the job pool contains high-risk tasks (e.g., those carrying greater than 90% probability of developing a disorder), then it may be impossible to observe any risk improvement with rotations alone. On the other hand, if all jobs are already relatively low-risk, then a rotation may be very helpful in achieving risk equity.

Application of genetic algorithm to job scheduling under ergonomic constraints in manufacturing industry

This research proposes a mathematical model of the problem of job rotation considering ergonomic aspects in repetitive works, lifting tasks and awkward postures in manufacturing environments with high variability. The mathematical model is formulated as a multi-objective optimization problem integrating the ergonomic constraints and is solved using improved non-dominated sorting genetic algorithm. The proposed algorithm allows the generation of diversified results and a greater search convergence on the Pareto front. The algorithm avoids the loss of convergence in each border by means of change and replacement of similar solutions. In this strategy, a single similar result is preserved and the best solution of the previous generation is included. If the outcomes are similar, new randomly generated individuals are proposed to encourage diversity. The obtained results improve the conditions of 69% of the workers. The results show that if the worker rotates starting from a high risk, his variation in risk always decreases in his next assignment. Within the job rotation scheme, no worker is exposed simultaneously to high ergonomic risk thresholds. The model and the algorithm provide good results while considering ergonomic risks. The proposed algorithm shows the potentiality to generate a set of quality of response (Pareto Frontier) in a combinatorial optimization problem in an efficient computational time.

Job Rotation as a Technique for the Control of MSDs: A Fatigue Failure Perspective

Job rotation is a common method employed by industry to reduce the risk of musculoskeletal disorders (MSDs). However, the efficacy of this technique has been open to question and methods of quantifying job rotation strategies have been scarce. The current analysis uses the LiFFT low back risk assessment tool to assess cumulative loading for a job rotation scheme. Results of this analysis suggest that attempting to “balance” a high risk, medium risk, and low risk lifting job ends up creating three jobs that are all high risk.

The influence of task design on upper limb muscles fatigue during low-load repetitive work: A systematic review

Ergonomic interventions such as increased scheduled breaks or job rotation have been proposed to reduce upper limb muscle fatigue in repetitive low-load work. This review was performed to summarize and analyze the studies investigating the effect of job rotation and work-rest schemes, as well as, work pace, cycle time and duty cycle, on upper limb muscle fatigue. The effects of these work organization factors on subjective fatigue or discomfort were also analyzed. This review was based on relevant articles published in PubMed, Scopus and Web of Science. The studies included in this review were performed in humans and assessed muscle fatigue in upper limbs. 14 articles were included in the systematic review. Few studies were performed in a real work environment and the most common methods used to assess muscle fatigue were surface electromyography (EMG). No consistent results were found related to the effects of job rotation on muscle activity and subjective measurements of fatigue. Rest breaks had some positive effects, particularly in perceived discomfort. The increase in work pace reveals a higher muscular load in specific muscles. The duration of experiments and characteristics of participants appear to be the factors that most have influenced the results. Future research should be focused on the improvement of the experimental protocols and instrumentation, in order to the outcomes represent adequately the actual working conditions. Relevance to industryIntroducing more physical workload variation in low-load repetitive work is considered an effective ergonomic intervention against muscle fatigue and musculoskeletal disorders in industry. Results will be useful to identify the need of future research, which will eventually lead to the adoption of best industrial work practices according to the workers capabilities.

Literature Review on Job Rotation

Objective: The aim of this study is to review the studies on job rotation with various points of view and to classify the studies considering the approach methods. Background: Various work interventions were carried in order to prevent the work-related musculoskeletal disorders(WMSDs) and job rotation was considered as one of the simple and effective methods. Method: Previous studies were systematically collected with the combination of keywords such as job, task, rotation, allocation, line balancing, etc. Collected studies were classified into three categories: field study, laboratory study and optimization approach study. Results: Field studies showed that most studies focused on the evaluation of the factors causing the musculoskeletal disorder. Moreover, the effect of job rotation could be hard to identify because it required a long-period close observation. Laboratory studies covered only simple aspects of tasks or movements. Optimization approach studies showed the systematic approach to establish the job rotation scheme though many limitation and assumptions were adopted. Conclusion: This study collected and classified the previous studies on job rotation and presented the different approaches across various research areas. Application: The results of this study could help the practitioner and ergonomist how to establish the job rotation scheme.

Improving meat cutters' work: Changes and effects following an intervention

Meat cutters face higher risks of injury and musculoskeletal problems than most other occupational groups. The aims of this paper were to describe ergonomics changes implemented in three meat cutting plants and to evaluate effects related to ergonomics on the individual meat cutters and their work. Data was collected by interviews, observations, document studies and a questionnaire (n = 247), as a post intervention study. The changes implemented consisted of reducing knife work to a maximum of 6 h per day and introducing a job rotation scheme with work periods of equal length. Tasks other than traditional meat cutting were added. A competence development plan for each meat cutter and easy adjustment of workplace height were introduced. The questionnaire showed a reduction in perceived physical work load. In general, the changes were perceived positively. Figures from the company showed a positive trend for injuries and sick leave.

The “In-Reach” Project: A New Nurse Role for Care of People With Long-Term Conditions

This qualitative, evaluative report explores the first 7 months of an innovative project to consider new ways of working to effectively manage individuals with long-term conditions. Through semi-structured interviews, the report explores the experiences of nurse managers in a new initiative known as the “in-reach” project. In this initiative, four nurse managers employed four nurses in four new rotational posts. The focus of this project was to examine the way in which the managers discharged their responsibilities in overseeing the development of this new job rotation scheme. Job rotation allows opportunities for training and is excellent preparation for a future management role. 1 Ho W Change CS Shih Y Liang R Effects of job rotation and role stress among nurses on job satisfaction and organisational commitment. BMC Health Serv Res. 2009; 9: 8 Crossref PubMed Scopus (108) Google Scholar , 2 Jorgensen M Davis K Kotowski S Aedla P Dunning K Characteristics of job rotation in the Midwest U.S. manufacturing. Ergonomics. 2005; 48: 1721-1733 Crossref PubMed Scopus (63) Google Scholar , 3 Murrells T Robinson S Griffiths P Is satisfaction a direct predictor of nursing turnover? Modelling the relationship between satisfaction, expressed intention and behaviour in a longitudinal cohort study. Hum Resour Health. 2008; 6: 22 Crossref PubMed Scopus (36) Google Scholar , 4 Shields MA Ward M Improving nurse retention in the National Health Service in England: the impact of job satisfaction on intentions to quit. J Health Econ. 2001; 20: 677-701 Crossref PubMed Scopus (359) Google Scholar In order for job rotation to be successful, however, managers must support staff through the variety of roles they must adopt. 5 Laschinger HK Finegan J Using empowerment to build trust and respect in the workplace: a strategy for addressing the nursing shortage. Nurs Econ. 2005; 23: 6-13 PubMed Google Scholar It is important to assess whether this was achieved in the in-reach project. This qualitative, evaluative report explores the first 7 months of an innovative project to consider new ways of working to effectively manage individuals with long-term conditions. Through semi-structured interviews, the report explores the experiences of nurse managers in a new initiative known as the “in-reach” project. In this initiative, four nurse managers employed four nurses in four new rotational posts. The focus of this project was to examine the way in which the managers discharged their responsibilities in overseeing the development of this new job rotation scheme. Job rotation allows opportunities for training and is excellent preparation for a future management role. 1 Ho W Change CS Shih Y Liang R Effects of job rotation and role stress among nurses on job satisfaction and organisational commitment. BMC Health Serv Res. 2009; 9: 8 Crossref PubMed Scopus (108) Google Scholar , 2 Jorgensen M Davis K Kotowski S Aedla P Dunning K Characteristics of job rotation in the Midwest U.S. manufacturing. Ergonomics. 2005; 48: 1721-1733 Crossref PubMed Scopus (63) Google Scholar , 3 Murrells T Robinson S Griffiths P Is satisfaction a direct predictor of nursing turnover? Modelling the relationship between satisfaction, expressed intention and behaviour in a longitudinal cohort study. Hum Resour Health. 2008; 6: 22 Crossref PubMed Scopus (36) Google Scholar , 4 Shields MA Ward M Improving nurse retention in the National Health Service in England: the impact of job satisfaction on intentions to quit. J Health Econ. 2001; 20: 677-701 Crossref PubMed Scopus (359) Google Scholar In order for job rotation to be successful, however, managers must support staff through the variety of roles they must adopt. 5 Laschinger HK Finegan J Using empowerment to build trust and respect in the workplace: a strategy for addressing the nursing shortage. Nurs Econ. 2005; 23: 6-13 PubMed Google Scholar It is important to assess whether this was achieved in the in-reach project.

HRM Practices and the Within‐Firm Gender Wage Gap

AbstractThe effect of HRM practices on the within‐firm gender gap in wages in manufacturing is investigated merging a 1999 survey on work practices among Danish firms to matched employer–employee panel data. Self‐managed teams, project organization and job rotation schemes are the most widely introduced practices. Accounting for non‐randomness in adoption, the pay gap is reduced among hourly paid workers but increases among salaried workers. Considering practices individually, wage gains from adoption accrue to males except for salaried workers in firms that adopt project organization and for hourly paid workers in firms that introduce quality control circles.

Task rotation effects on upper extremity and back muscle activity

Job rotation is an intuitive approach to distributing work to minimize muscular fatigue. The purpose of the current study was to evaluate rotation between lifting and gripping on muscle activity and effort. Ten male participants performed all 4 combinations of two 15 min tasks in 30 min trials split between separate days to prevent fatigue. The tasks of lifting a 12 kg box and gripping at 20% of maximum were performed 6 times per minute (5 s work: 5 s rest). Muscle activity (percentiles, gaps) and perceived effort were significantly affected by the task combinations. The forearm and upper erector spinae muscles did not benefit as greatly from rotating between lifting and gripping tasks as the lower erector spinae, deltoid or trapezius. In addition to gross task differences, overlaps in muscle activity between “low back” and “upper extremity” tasks must be considered when creating effective job rotation schemes.

Job rotation – Implications for old and impaired assembly line workers

The demographic change in Western societies leads to an increasing number of older employees in organizations. Furthermore, the percentage of employees with physical impairments increases with rising age. Job rotation is one intervention that aims at preventing unbalanced workload and increasing variation. However, systematic studies focusing on the effects of job rotation and on systematic job rotation schemes in practise are rare. The presented study analyzes job rotation in the automotive industry and its relationships to subjective and objective data with regard to an aging workforce and impaired employees. Our analysis showed that older and impaired employees rotated less. Employees who rotated between higher ranges of workstations assessed their job performance and health higher than employees with a smaller rotation-range. More job rotation was also correlated to less absenteeism. Additionally, impaired employees had lower performance and health scores, and higher absenteeism than employees without impairments. Practical implications and limitations of the study are discussed.

New Workplace Practices and the Gender Wage Gap: Can the New Economy Be the Great Equalizer?

We estimate the effect of introducing new workplace practices on the gender gap in wages in the manufacturing sector. We use a unique 1999 survey on work and compensation practices of Danish private sector firms merged to a large matched employer-employee database. Self-managed teams, project organisation and job rotation schemes are the most widely implemented work practices. Our estimates from a difference-in-differences model of wages and work practices show that the wage gains from adopting new workplace practices accrue mainly to males so that the gender gap in pay increases at the level of the firm, in particular among hourly-paid workers. Considering practices individually, however, a few exceptions are seen: the gender wage gap among salaried workers is significantly reduced in firms which offer project organisation, while the gap in pay among workers paid by the hour is significantly reduced with the use of quality control circles. All in all, however, the new economy is not the great equalizer.

Development of a Multi-Joint Postural Exposure Assessment Tool for Job Rotation

With practitioners more often adopting job rotation practices in their facilities, there is an increased necessity for effective methods to measure the complex exposures in the diverse jobs that may be selected for a particular job rotation scheme. Potential methods need to be both versatile and simple, ensuring easy application and low cost. The current study developed and evaluated the potential of a video-based analysis method that combines the exposure measure of four body regions: neck, shoulder, low back, and hand/wrist. Three experienced analysts assessed the postural load for all jobs within fifteen different job rotation schemes at a manufacturing facility. Several potential indices were developed, computed and discussed. Overall, the video-based analyses evaluated in the current study provide an easy and cost effective method that allows a practitioner to compare multiple stressors at one time. Future work will evaluate the effectiveness of the method in actually controlling musculoskeletal disorders as well as incorporate other risk factor exposures such as forces, repetition and motion.

Repeatability of an Exposure Assessment Method for Job Rotation

As job rotation has become a widely used intervention strategy for the prevention of a wide variety of musculoskeletal disorders, there is a need for the development of assessment techniques that take into account the complexities of multiple body region stressors. The current study investigates the repeatability of a video-based analysis method that combines the exposure measure of four body regions: neck, shoulder, low back, and hand/wrist. Twelve analysts completed the assessment twice for 15 different job rotation schemes. The repeatability was found to be strong (ICC &gt; 0.53) in many of the body regions when individual jobs were evaluated with minimal decrease in repeatability when the entire rotation scheme was considered. Overall, the video-based method provides a potential quick and easy method that will allow for the versatile evaluation needed for practitioners when quantifying exposure for job rotation schemes.

The impact of job rotation on problem solving skills

Efficiency in lean production systems is largely determined by the speed of recovery from process interruptions. Without buffer stock, and with a balanced line, the production rate will be constant except when a problem is detected, at which point the whole line will stop. This motivates exploration of problem solving as a key design feature of lean systems. One response to the need for improving operator problem solving skills has been the use of job rotation schemes. The increasing efficiency of operators faced with repeating tasks is widely accepted and has been characterized by the well-known learning curve. This learning curve is modified to describe problem solution times, incorporating forgetting effects and treating both general skill and specific skills related to a particular problem. The resulting model is explored in a simulation of a serial flow shop subject to a range of interruptions. The efficiency of the flow shop is characterized by its run-ratio and the effects of eight key variables on the run-ratio are tested through simulation. The results show that the run-ratio generally increases as operators learn more rapidly and forget more slowly, and decreases as the number of problem types increase. The effect of job rotation schemes, however implemented, is always to reduce the run-ratio. It is shown that this occurs because the effect of job rotation is to avoid any possible advantage in specialization related to problems which do not occur uniformly at all workstations.

An Ergonomics Program to Control Cumulative Trauma Disorders in a Manufacturing Environment

Cumulative trauma disorders (CTDs) at a manufacturing facility rose greatly from 1985 to 1986 and remained high through 1987. This rise resulted in time lost by injured workers and greater employee compensation for medical expenses. An action team evaluated the problem and suggested both short-term solutions and a long-term program for fewer CTDs. This work included historical research, job observation, videotape, interviews, and direct involvement of the workers. Short-term solutions included work station redesign, developing tailored holding fixtures, and designing ergonomic tools. The long-term program suggested a job rotation scheme, education about the causes and prevention of CTDs, and continued action team involvement. These efforts will continue, and the lessons learned will be applied at other company sites.

Job satisfaction in the office

The better‐known and probably most widely‐discussed job enrichment exercises are those dealing with blue‐collar workers: Volvo's break from the assembly line concept of car production, Saab Scania, Philips and other autonomous work group arrangements for the production of car engines, television sets, and accounting machines, and in the UK the Baxi job rotation scheme for foundry work. Broadly, but not wholly, the office development which mirrors the cell system of work in the factory is called client identity, this being a technique which can be applied to office jobs ranging from the general clerical to such specialised applications as the often ‘gutty’ job of the typist or punch operator.