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TRANSFER

A transfer refers to horizontal movement of employee from one job position to another in the
same org without any significant change in status and pay. it has been defined as “a lateral
shift causing movement of individual from one job position to another without involving any
marked change in duties , responsibilities , skills needed or compensation”.
The change of an employee from one position to another in the same classification or in
another classification with the same salary-range maximum is termed a transfer.

Transfers within the same department or division with no change in job classification can be
approved by the division director or department head. All other transfers must be approved by
the Human Resources Department. .

Transfer may be within the department or across department .transfer may be temporary or
permanent. Temp transfers are due to ill health, absenteeism etc. of an employee where as
permanent transfers are made due to change in work load or death, retirement of employee.
Transfer may be initiated either by co. or by employee.
A co initiates transfer to place employee in position where they are likely to be more effective
than present. employee may initiate transfer to location where they get greater satisfaction.

NEED AND PURPOSE OF TRANSFER:-


1. TO MEET ORG NEEDS a co may transfer employee due to changes in volume or
production, in technology, in product line shift in work load etc.
2. TO SATISFY EMPLOYEE NEED employee may request their transfer due to dislike
of boss or fellow worker or sue to lack of opportunities for future advancement.
Personal problems like employee health or working condition, family circumstances
may also require transfer.
3. TO BETTER UTILISE EMPLOYEE an employee may be transfer because mgmt
may think his capacities would be better utilized elsewhere.
4. TO MAKE EMLOYEE MORE VERSATILE employee may be transfer to differ
jobs to widen their knowledge and skill. In some co transfers are made as a matter of
policy after an employee has stayed on a job for a specific period.
5. TO ADJUST WORK FORCE there may be changes in the volume of work in
different section or plant so employee from over staffed plant or office may be shift to
understaff or where vacancies exist.

PROMOTION

Promotion refers to advancement of an employee to a higher post carrying greater


responsibility, higher status and better salary. It is the upward movement of employee in the
organization’s hierarchy. when an employee is assigned a higher level job with more pay and
powers he is said to be promoted.

The permanent movement of a staff member from a position in one job class to a position in
another job class of increased responsibility or complexity of duties and in a higher salary
range.
The change of an employee from one position to another in a classification having a higher
salary-range is termed a promotion.

PURPOSE AND BENEFITS OF PROMOTION:-

• To recognize an employee performance and commitment and motivate him towards


better performance
• To retain skill and talented employee
• To develop a competent internal source of employee for higher level jobs
• To utilize more effectively knowledge and skill of employee
• To attract competent and suitable employee for the organization

CRITERIA FOR TRANSFER AND PROMOTION


• Minimum service of one year in your current position,
• An overall rating of at least "satisfactory" or “effective” on your most recent
performance evaluation
• No disciplinary actions within the past six (6) months.
• Meet the qualifications of the position.

DEMOTION
The change of an employee from one position to another position that is in a classification
having a lower salary-range maximum is termed a demotion.

Reclassification to a classification with a lower salary-range maximum must be approved by


the Human Resources Department and discussed with the employee.

SUCCESSION PLANNING
Succession planning is the preparation, execution and ongoing management of a company’s
critical future people needs.

Succession planning is best described as a process where one or more "successors" are
identified for key jobs, and career moves and/or employee development activities are planned
for these successors. Successors may be fairly ready to do the job (short-term successors) or
seen as having longer-term potential (long-term successors).

Succession planning is the process of ensuring that qualified persons are available to assume
key managerial position whenever these fall vacant due to some unexpected reasons. The aim
is to ensure a smooth transition and operating efficiency. A succession of persons to fill key
position over time is essential for the survival and success of an organization. The purpose of
succession planning is to identify and develop people to replace in key position in cases of
retirement, promotion, growth, resignations.