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Changes In Personnel Status

Presented By: Group 6

Kyla Mae Elfalan
NIkki Espinosa
Teffany Espinosa
John Brix Fajardo
 The Rationale of Personnel Movement
- The employee upon entering the organization is bound to
change his employment status
- The proper movement of the employee in the organization is
called placement could be defined as the assignment of the right
man to the right job.
- The company or any organization must have clear-cut
policies and procedures in performing this operative functions
 - The Company's growth and expansion will
create job openings for higher positions and those
already with the company will have chances of
being considered for the vacant position as
management philosophy applies, that is
rewarding deserving employees.
 PROMOTIO
Is the movement of an employee
from a lowerN
level to a higher
level in the organizational ladder
involving more duties and
responsibilities
 Rationale for Employee Promotion
1. Recognition and reward for good performance

2. Incentive for employees to improve academically and

professionally and to prepare themselves for new challenges
in the job
 3. Employees who promoted usually know
the job well rather than hire new employees
outside the organization
4. Boost employee morale and develops greater
loyalty to the organization
 Factors to be considered in promotion

1. The company must consider the seniority rule

2. Careful analysis of the qualifications of the individual has
to be subjected to a series of tests, interviews and record
check
3.Attendance records and performance for the last two to
three years have to be examined
EMPLOYEE
TRANSFER
This may be defined as the
movement from one job to
another of equivalent rank or
position at the same pay class
within the organization
For transfer of employee to be meaningful and understandable, it is important that
a written policy be a part of the personnel manual properly disseminated and read
by all concerned.

THE POLICY MANUAL MUST STATE

THE FOLLOWING

1. The person who should 3. The reason why an employee

transfer has to be transferred

2. The authorized personnel 4. The status of the employee

who will approve the transfer upon transfer
KINDS OF EMPLOYEE
TRANSFER
1.TEMPORARY TRANSFER - This is done for the
employee to substitute for an absent employee or for
an employee to learn other duties and responsibilities
as preparation for promotion

2. PERMANENT TRANSFER - This is made to fill

in a vacant position in another unit or department
requiring the skills and capabilities of the employee
being transferred
 Transfer are useful tools for some
operational needs of the company
due to the following:

1. Meet
03 the company needs
during peak season
2. Protect the health and safety of the employee
3. Meet expansion needs
4. Correct an error in the hiring
of the employee
 DEMOTION
Is defined as the movement of an
employee from his present Job to a
job of lower rating or in a lower
grade

It is one of the most difficult personnel

functions of the HRD, as this creates tension
and anxiety
 Demotion is restored to by management under
the following conditions :
1. Slack business demand and operations reducing
manpower budget

2. Inability of the employee to meet the job requirements for the

position he was hired
 3. Failure of the employee to meet technical changes
in the job

4. Demotion is restored to when the employee commits

an infraction of the company's rules and regulations and
the penalty for the offense is short of termination
 - Such termination of relationship
Employee may be caused by resignation of
the employee or the unilateral
Separation and action of management

Termination
- The termination of - Resignation by the
employment relationship employee is called
between the employee and voluntary separation
employer is called separation
- The lateral action of
management to terminate the
relationship is called Lay-off or
discharge
CAUSE OF EMPLOYEE RESIGNATION
1. Better job opportunities in
other companies or outside the
country
2. An employee seeks higher
ways and better working
conditions
3. An employee resigns due to
misunderstanding with his
immediate superior or co-
employee in the department

4. A worker resigns from

employment due to the distance
from work because of change in
residence
PROCEDURE IN HANDLING
SEPARATION OF
EMPLOYMENT
1. EMPLOYEE CLEARANCE - Make sure that
the employee is cleared of all money and property
responsibilities before he is paid with whatever
benefits or salary payable

2. CONDUCT EXIT INTERVIEW - It is an

attempt to find out the actual reason of all
employees in resigning from the company
 The exit interview has the following
A. Determine the real purpose
cause of the employee's resignation

B. Determine that all required papers related to his

separation are properly accomplished
C. Create in the employee the impression of goodwill
toward the company that in spite of the separation,the
company is still interested in his personal welfare
D. Create an impression to the employee that the
company is still interested in his career as he is an
asset employee
E. An employee who is compulsorily retired, according to the
law, after serving the company the best years of his life,
should be awarded a service merit plaque or certificate of
recognition in an appropriate occasion
PROCEDURE IN HANDLING LAY-OFF AND SUSPENSION OF
RELATIONSHIP

- In time of business reversals,

slowdown in operation, shut down
plant operations and other factors
that would necessitate the
termination of Lay-off of employees
 - The personnel department should observe careful
procedure in handling the separation of employees

he Lay-off may be permanent or temporary, and is

tiated by the management without fault from the
employee
 THE FOLLOWING
PROCEDURE SHOULD BE
OBSERVE:
1. Determine the total number
of
03
employees that will be
affected by total permanent
Lay-off and those of temporary
Lay-off
2. Determine the total amount involved according to the law or
collective agreement and the amount the company will spend in
paying the separation pay of an employee.

3. Determine the skills and job requirements that would still

be needed by the company in cut-size operation to maintain
viability and company sustainability
 4. Determine those who can be trained for new jobs that
will still needed by the company in case of new operation
requirement at the option of management

5. Determine all the potentials, skills, knowledge and lengths

of services of employee before making the first-come-last-out
policy in the separation of an employee to keep the company
afloat during critical times.
HANDLING HUMAN
RESOURCE
TURNOVER
It is the intention of management to
keep its loyal and good worker

Labor turnover is the term used to express the

relationship between the flow of workers leaving
the company and the replacemens made against an
average number of workers at given period of time
 THE CAUSE OF EMPLOYEE TURNOVER MAY
BE DUE TO THE FOLLOWING:
1. Poor Supervisory Practices

2. Poor Company Policy of Attracting Potential and Good

Employees
3. Poor Working Conditions

4. Good Opportunities in Another Country or Another Company

5. Poor Selection Hiring of Employees, Training and

Inadequate Supervision