Developing job-rotation standards with math

In this article, it describes an innovative solution to ensure that the process in an organization is standardized through job rotation. A mathematical solution is proposed to enhance the understanding of contemporary methodology. The three properties of rotational clusters: 1) the clustering should be within closely related bounds of the employee´s training, educational, and experience, 2) the clustering should involve jobs of a similar nature, and 3) the clusters should be manageable in size and not cut too far across departmental boundaries. Job rotation for the strategic ends at the top management levels is a systematic practice for successor determination and is even used to avoid hiring outside talent, at the lower echelons, it is a pain to implement. By making job rotations a policy rather than a one-time experiment, employees can be quickly inducted into the strategy