Rotation Programs as Upskilling Strategies
Upskilling efforts can take many forms, from high school completion and equivalency to apprenticeships to certification to college degree programs. One form of upskilling that is getting new attention is rotation programs, where employees are moved through different jobs or assignments to gain new experience or skills. These programs have a long history in developing new leaders, but can be a valuable learning experience for frontline workers in a time where skills are rapidly changing or becoming obsolete.
Upskill America and i4cp developed a new tool Rotation Programs as Upskilling Strategies that helps businesses understand the value of upskilling programs and provide a guide to implementing them. This tool outlines six critical components to a successful rotation plan for employers to consider. It also includes success stories of businesses and the benefits employers and employees each receive.
The Rotations Program tool is the third in a series of infographics, thanks to a grant from Walmart to support UpSkill America’s work to equip businesses with tools to educate, train, and support frontline workers’ development to advance their careers. The other two:
Kevin Martin is the chief research officer at the Institute for Corporate Productivity (i4cp); the leading research firm focused on discovering the people practices that drive high-performance.
In addition to guiding i4cp’s research agenda and deliverables, Kevin also advises corporate and human resources leadership teams on best- and next-practices in a broad range of topics that range from talent risk management and corporate culture, to human capital strategy and organizational agility. He also serves as executive sponsor of i4cp's distinguished Chief HR Officer Board.
Prior to i4cp, Kevin worked for several years at research firm Aberdeen Group where he built one of the industry’s leading human capital management (HCM) research practices and then held a variety of roles of increasing responsibility which included SVP of Research Operations with general management oversight of the company's 17 research practices, and SVP of International Operations where he led the firm’s expansion efforts in to Europe.
A highly sought-after international keynote speaker on all aspects of human resources and talent management, Kevin has been recognized as a “Top 100 HR Influencer” by HR Examiner. His and his team’s research have been cited in leading business media, including Forbes, The Wall Street Journal, Fast Company, Harvard Business Review, Inc. Magazine, Bloomberg, the Financial Times, CFO Magazine, CIO Applications, and on CNBC.
He is also an occasional contributor for the Financial Times.
Kevin currently serves on the advisory councils for the University of Dayton's school of business administration and school of engineering. He also serves on the board of advisors for Bullseye Engagement. From 2005 to 2014, Kevin served on the board of directors for Big Brothers Big Sisters of Central Massachusetts, which included a two-year term as board chairman (2009-2011). In 2006, Kevin was awarded the Commonwealth of Massachusetts's "Big Brother of the Year".
Kevin earned a Master of Business Administration degree from Boston University and a Bachelor of Science in Business Administration degree from the University of Dayton. He resides in the Massachusetts with his wife (Laura) and their three sons.