Group Decision Support System for Employee Rotation with Profile Matching Method

Abstract

Employee rotation policies have emerged as a pivotal aspect of organizational frameworks, enabling systematic movement of employees across roles, departments, and locations. These policies aim to enhance employee development, foster cross-functional collaboration, and drive organizational agility. Despite their strategic importance, many organizations face challenges in implementing such policies effectively, including skill obsolescence, talent retention issues, and resistance to change. Organizations often struggle to align employee aspirations with organizational goals while maintaining adaptability in a dynamic business landscape. This misalignment can lead to talent underutilization, reduced employee engagement, and increased turnover, ultimately hindering overall performance and competitiveness. The paper seeks to explore the design, implementation, and impact of employee rotation policies on talent management and organizational performance. The primary goal is to identify best practices that foster continuous learning, innovation, and leadership development. The study adopts a mixed-methods approach, combining qualitative analysis of organizational case studies with quantitative assessments of performance metrics. This dual approach ensures a comprehensive understanding of the policy's effectiveness and challenges. The findings highlight that well-structured employee rotation policies promote knowledge transfer, skill enhancement, and leadership development, fostering a culture of inclusivity and adaptability. Organizations that implement such policies strategically gain a competitive edge by cultivating resilient and versatile workforces aligned with long-term business goals.