Change in Employee Status (Demotion & Transfer)

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It is a shift to a position in which responsibilities are decreased. It consists of a change in assignment to a job on a lower organizational level.


Reduction in number of positions at the level that they are occupying

Work performance is not satisfactory

Disciplinary Actions

Health Conditions


1. An employee who is demoted should be given assistance in adjusting to the new job and be given encouragement.

2. If demotion is due to performance deficiencies or disciplinary actions, sufficient details should be released by management.

3. The information about the demotion might reflect unfavorably upon the demoted person, however, should be tactfully phrased so as to avoid embarrassment.


1. When the abilities and skills of a senior employee decline, the problem maybe solved by transferring some of the duties of his job to others.

2. Kicking the person upstairs style.

3. Counseling


In workplace it involves the movement or shifting of an employee to another job of similar organization level without special reference to changing responsibilities or compensation.


1. Transfer makes possible the placement of an employee in a job where there is a greater need for his services.

2. Permits an employee to be placed on a job which he prefers and can perform more effectively.

3. Enables the employee to join a work group in which he can work more cooperatively.

4. Provides employees with training and development experiences.

5. Serves to move employees from “blind alley” jobs to those where they will have better opportunities to achieve better training and advancement.


Changed Interest

Broadened knowledge & developed skills

Colleague conflict

Physical condition

Age

Wants to work with friends.Participate in a particular ride pool

Work in certain hours

Work in a given location

To be assigned in a supervisor whom they like.


PRODUCTION TRANSFERTransfer that is made to satisfy changes in

work load in organizational requirements or in job requirement.

PERONAL / PERSONNEL TRANSFERTransfer that is made in order to place

employees in jobs for which they are more suited of for which that have a personal preference.


PERMANENT TRANSFER-is in which new job is regarded as the work

assignment until changed by promotion or another transfer.

TEMPORARAY TRANSFER-is in which both employee and supervisor

expect a return to the original position or to a different assignment in the near future.


When a transfer involves a problem employee, the personnel department should attempt to help the supervisors overcome that their employees present rather than pass them and their problems on to some other supervisor by means of transfer.

Transfer at the request of employees must also be controlled to prevent some individuals from continually changing jobs in hopes of finding an occupational Utopia.

When a problem occurs between the supervisor and the employee, effective training or disciplinary action may provide the best solution.


The fear of the unknown, particularly as it applies to future social relationships. Can have an important bearing upon employee attitudes toward transfer.

The reluctance to perform work normally assigned to members of another union or occupational work group.


Change in Employee Status (Demotion & Transfer)

Business

Transcript of Change in Employee Status (Demotion & Transfer)