JOB ROTATION AND OPERATIONAL EFFICIENCY OF SELECTED MANUFACTURING COMPANIES IN BENUE STATE

Abstract: This study examined the effect of job rotation on the operational efficiency of selected manufacturing companies in Benue State. Specifically, the study investigated the effect of cross-functional job rotation, task rotation frequency, skill-based job rotation, and planned job rotation programmes on operational efficiency. The study was anchored on Human Capital Theory and supported by Job Characteristics Theory. A descriptive cross-sectional survey research design was adopted. The population comprised 182 employees of MIKAP Company and TITO Yoghurt Company in Benue State. Owing to the manageable size of the population, a census sampling technique was employed, and the entire population constituted the sample for the study. Descriptive statistics, including frequencies, percentages, mean scores, and standard deviations, were used to analyze the data, while multiple regression analysis was employed to test the hypotheses at a 5% level of significance using the Statistical Package for Social Sciences (SPSS). The findings revealed that cross-functional job rotation has a positive and significant effect on operational efficiency (β = 0.382, p = 0.000); task rotation frequency has a positive and significant effect on operational efficiency (β = 0.315, p = 0.000); skill-based job rotation has a positive and significant effect on operational efficiency (β = 0.271, p = 0.000); and planned job rotation programmes have a positive and significant effect on operational efficiency (β = 0.224, p = 0.000). The study concluded that job rotation is a critical human resource management practice that enhances operational efficiency by improving workforce flexibility, employee competence, production efficiency, resource utilization, cost efficiency, and cycle time reduction in manufacturing companies. The study recommends that manufacturing companies should institutionalize cross-functional job rotation, implement regular task rotation schedules, strengthen skill-based job rotation through continuous employee development, and establish formal job rotation programmes to improve operational efficiency and organizational competitiveness.