Is it true Japanese big firms' rotating systems don't work any more?

I don't agree with the opinion of undervaluing the rotating system ofJapanese large companies. I think it still works for developing goodleaders and motivated/engaged employees.

Involved in recruiting talents from the labor market, I have seen manycandidates who changed companies seven to ten times to keep the same job theywant to continue to be an “expert”, but in reality, majority of themhave ordinary skills and experience. My thoughts on the Japanese rotatingsystems are:  

1.Not all HR systems are perfect unless people use them properly. So is therotating system of Japanese large companies. It works effectively to createexcellent leaders/managers as well as experts in specific job/businessfields if the designated employees understand value of the system and themanagement team inform them the aim before the official announcement. 

2.In general, especially in large manufacturing companies in Japan,management ask the employees prior to the official personnel change (jobrotation), if they accept an offer or not . And if they feel reluctant toaccept the offer, personnel changes may be modified accordingly. 

3.For employees who want to develop themselves as life-long journey, therotating system provides valuable opportunities avoiding the risk of changingcompanies they work for, while they can have broad experience such as“Syukko”/working as  expatriates.

4.Just keeping his/her specialized business field at one company(withoutany job rotating experience) may end up creating another "wouldbe expert", who has not enough value in another company orbusiness field.

 I have seen worst cases in the labor market while searching a HRexpert.

A candidate called “HR specialist”(not people manager) earns 13 million yenat a“Gaishikei” firm. She had repeated job hopping to continue HR job(mainlyrecruiting) and believes she is HR “expert”. 13 million is high salary for“Bucyo” (general manager or senior manager) level in Japanese big firms. As faras I recognized, her only expertise is "English" proficiency. 

HR system does not solve all the issues, but an employee’s mindset doescount. If a person wants to develop himself toward his career goal, I believe,the Japanese rotating system does  still work effectively. 

"You can lead a horse to the water but you can't make him drink!"