Transfer & Demotion

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TRANSFER

DEFINITIONS:

Type of mobility which is restricted to movement of anemployee from one job to another in the same level of organizational hierarchy.

OR Lateral shift causing movement of individuals from one position

to another usually without involving any marked change induties, responsibilities, skills needed or compensation.


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Moving of an employee from one job to another. It mayinvolve a promotion

, demotion or no change in job status.

Change in assignment.

Require similar skills.

Involves same level of responsibility, same status and samelevel of pay.

To place the right employee in the right job.


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REASONS OF TRANSFER

To meet the organizational requirements.To satisfy the employees needs.To utilize employees skill, knowledge.To improve employees background.To correct interpersonal conflicts.To give relief to the employees.To punish the employees.To help the employees.To minimize fraud, bribe etc.


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TYPES OF TRANSFERS

1) Production Transfer : Due to changes in production.

2) Replacement Transfer : Due to initiation or replacement of a

long standing employee in the same job.

3) Rotation Transfer : Initiated to increase the versatility of employees.

4) Shift Transfer : Transfer of an employee from one shift toanother.


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5 ) Remedial Transfer : Transfers initiated to correct the wrong placements.

6) Penal Transfer : Transfers initiated as a punishment for

indisciplinary action of employees.


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C ATEGORIES OF TRANSFERS

Transfers are basically of three categories. They are:

1) Employee initiated Transfer a) Temporary Transfer

b) Permanent Transfer

2) Company initiated Transfer a) Temporary Transfer

b) Permanent Transfer

3) Public Initiated Transfer


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EMPLOYEE INITIATED TRANSFER

A lso known as Personal Transfers.

Due to the interest of employees and according to his desire.

a) Temporary Transfers: Reasons for this are

- Due to ill health, family problems, ad hoc problems. b) Permanent Transfers:

- Due to chronic health ill health, family problems, tocorrect his wrong placement.


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- To relieve himself from the monotony or boredom.

- To avoid conflicts with superiors.

- To search for challenging and creative jobs.

- To search for a job with opportunities for advancement

to a higher level job, opportunities for financial games.


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C OMPANY INITIATED TRANSFER

Transfers at the initiative or at the requirement of thecompany.

a) Temporary Transfer:

- Due to temporary absenteeism.

- Due to fluctuations in quality of production andthereby in work load.

b) Permanent Transfer:- Change in the quality of production, lines of

activity, technology, organizational structure.


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- To improve the versatility of employees.

- To improve the employees job satisfaction.

- To minimize bribe or corruption.


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PUBLI C INITIATED TRANSFER

Public also initiate the transfers generally through the politiciansor government for the following reasons. They are:

If an employees behavior is against the social norms.

If the functioning of an employee is against the public interest.

Major drawback of this type of transfer is politicalisation of issue which is more severe in government departments.


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B ENEFITS OF TRANSFER

B enefit to both the employees and the organization.

Reduce employees monotony, boredom etc. and increase job

satisfaction.Improve employees skills, knowledge.Correct erroneous placements and interpersonal conflicts.Improve employees morale.

Enhances human resources contribution to organizationaleffectiveness.


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PRO BL EMS OF TRANSFER

A djustment problems and inconvenience and cost

Company initiated transfer result in reduction in employment

contribution.

Loss of man days.

Discriminatory transfers affect employee morale, jobsatisfaction, commitment and contribution.


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TRANSFER PRIN C IP L ES

Specification of circumstances.

Specification of a superior who is authorized and responsibleto initiate a transfer.

Jobs from and to which transfers will be made based on the job satisfaction, description, and classification etc.

The region or unit of the organization within which transferswill be administered.

Reasons which will be considered for personal transfers.


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Reasons for mutual transfer of employees.

Norms to decide priority when two or more employees requestfor transfer like priority of reason, seniority etc.

Specification of basis for transfer like job analysis, merit andlength of service.

Specification of pay, allowances, benefits etc. that are to beallowed to the employee in the new job.


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Other facilities to be extended to the transferee like specialleave during the period of transfer, special allowance for packaging luggage, transportation etc.

Generally line mangers administer the transfers and personnelmanagers assist the line managers.


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D EMOTIONS

Type of internal mobility.

Opposite of promotion.

It is the reassignment of a lower level job to an employee withdelegation of responsibilities and authority required to

perform that lower level job and normally with lower level pay.

Organizations use demotions less frequently bcoz it affectsemployees career prospects and morale.


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REASONS FOR D EMOTIONS

1) Unsuitability of the Employee to Higher level of job.

2) A dverse B usiness Conditions.

3) New technology and new methods of operation.

4) Demoted on disciplinary grounds. Organizations rarely usethis.


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D EMOTION PRIN C IP L ES

Specification of circumstances under which an employee will be demoted like reduction in operations, indisciplinary cases.

Specification of a superior who is authorized and responsible

to initiate a demotion.

Jobs from and to which demotions will be made andspecifications of lines of ladders of demotion.


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REFEREN C E

Subba Rao P. 2009. Essentials of Human ResourcesManagement and Industrial Relations. HimalayaPublishing House. Mumbai. 613p .


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THANK YOU..

Transfer & Demotion

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