Spotlight for Recruiting Professionals
October 10, 2012
The goal of rotational programs is to provide the new hire with a broader perspective than may be available within a single department or job, and wider exposure to and appreciation for the work of the organization. In some cases, such programs also give the new hire the opportunity to discover where he or she fits best now or where he or she can aspire to in the future.
Following are best practices for rotational training programs:
- Ensure program size, structure, and duration meet your organization's needs—one size does not fit all.
- Choose a duration long enough for the participants to learn the business but not too long so as to discourage new graduates.
- Develop a reporting hierarchy that is clear to participants and others in the organization.
- Consider adding a mentoring aspect to further support program participants and identify and develop future company leaders.
- Monitor, change, and improve your program as necessary to respond to changing business, organization, and participant needs.
Information for this story is from “Rotational Training Programs: Supporting New Employees and Developing Leaders” in the September 2012 issue of the NACE Journal.
For more on rotational training programs, see: