Just like all other providers of healthcare and medical services, hospitals are facing the challenge of having sufficient qualified staff at their disposal in the future. This thesis presents job rotation as human resources development in the hospital enterprise. Drawing on the definitions of job rotation found in the literature, the objectives, advantages, disadvantages and motivating factors are discussed. Furthermore, the conditional parameters for the realisation of job rotation in the psychiatric clinic Sigmund Freud Graz are shown. Five interviews were conducted with staff members of the psychiatric clinic Sigmund Freud Graz after they had changed their jobs. The results of these interviews are analysed and discussed using the qualitative content analyses. In the last chapter recommendations for the implementation of job rotation at the psychiatric clinic Sigmund Freud are outlined. The results confirm that job rotation is an instrument that offers multiple advantages and possibilities for the purpose of qualification and development of staff in the hospital enterprise.