Months 24 months 36 months 48 months 60 months TIME

Peer sharing networks. Their aim is to increase information sharing and identification/belonging among employees, promote pride in function, job group or location; increase sense of professional growth and learning. Such networks are typically set up according to professional discipline and level, to encourage people to identify with peers who are similar to them. The first step is to identify key affiliation groups (e.g. middle managers, experienced engineers, etc.) and leaders who are respected by peers. The next step is to develop guidelines for networking and assist leaders in forming networks and gaining buy-in. And the final step is to support newly formed networks organizationally (time, top management support) and link them to formal organizational processes (training, business planning).

Job rotation / job assignments. The purpose of this tool is to help organizations develop a pool of talent “in the pipeline” for executive and management positions.

Specific benefits of job rotation programs are listed below:

§To promote a cross-departmental/company-wide perspective among employees so that they think in terms of the larger organization, rather than a single function.

§To develop high potential managers by exposing them to key business operations.

§To provide high potential new hires with an on-the-job orientation to the business and organizational culture.

§To provide broader perspectives to technical personnel and functional experts.

Job rotation is most effective when it is integrated into and supported by a wider HR development strategy.