Promotion Transfer L13.pptx

Transfer ,Promotion, Demotion Separation

Transfer • A transfer is a change in job assignment. It may involve a promotion or demotion or no change at all in status and responsibility.

Purposes of Transfer •

To meet the organizational requirements To satisfy the employee needs To utilize employees better

To make the employee more versatile To adjust the workforce To provide relief

To reduce conflicts To punish employees

Types of Transfer • • • • • •

Production Transfers Replacement Transfers Rotation Transfers Shift Transfers Remedial Transfers Penal Transfers

Benefits of Transfers - Improve employee skills. -Reduce monotony, boredom -Remedy faulty placement decisions -Prepare the employee for challenging assignments in future -Stabilise changing work requirements in different departments/locations -Improve employee satisfaction and morale -Improve employer-employee relations

Problems -to employees who otherwise do not want to move -Employees may or may not fit in the new location/department -Shifting of experienced hands may affect productivity -Discriminatory transfers may affect employee morale.

Transfer policy: – Transfer policy: Organisations should clearly specify their policy regarding transfers. Such a policy would normally consist of the following things – Specify circumstances under which the transfer has been effected – Name the persons authorised to effect transfers – Mention the basis for the transfer – Clarify the position regarding pay, allowances, benefits etc

Promotion • Promotion refers to upward movement of an employee from current job to another that is higher in pay, responsibility and/or organisational level. • Purposes and Advantages of Promotion • Promotion has powerful motivational value as it compels an employee to utilise his talents fully, and remain loyal and committed to his or her job and the organisation

Bases of Promotion • Merit based promotions • Seniority based promotions

Promotion Policy • To be fair, an organisation should institute a promotion Policy that gives due weight age to both seniority and merit. • Promotion Opportunities must be thrown open to all employees. • The norms for promotion should be expressed in writing. • Detailed records must be maintained for this Purpose. • A responsible official should be asked to take the final decision regarding employee promotions.

Demotion Demotion is the downward movement of an employee in the organisational hierarchy with lower status and pay. It is a downgrading process where the employee suffers considerable emotional and financial loss in the form of lower rank, power and status, lower pay and poor working

Causes of demotion • Employee unable to meet job requirements. • Organisation forced to demote employees because of adverse business conditions. • Demotions happening to check errant employees

Demotion policy • A clear cut policy regarding demotions would help employees adjust to complex organisational demands admirably. • Punishable offences must be listed in advance. Better to state the reasons before punishing an employee. • Any violation must be properly investigated and followed by a consistent and equitable application of the penalty. There should be enough room for review.

Employee Separations Employee separations occur when employees cease to be members of an organisation.

The service agreement between the employee and the employer comes to an end and the employee decides to leave the organisation.

Separations can take several forms – Resignation: A voluntary separation initiated by the employee himself is called resignation. It is always better to find why the employee has decided to quit the organisation. Properly conducted exit interviews would help throw light on factors behind the curtain . – Retirement: Termination of service on reaching the age of superannuation is called retirement. – Compulsory Retirement – Voluntary Retirement To avoid problems, organisations normally plan replacements to retiring employees beforehand.

– Death: Some employees may die in service. Death caused by occupational hazards, of course, would attract the provisions of Workmens Compensation Act, 1923. The normal separation of people from an organisation due to resignation, retirement or death is known as attrition.

• Lay off: A lay off entails the separation of the employee from the organisation temporarily for economic or business reasons. Employee get 50% excluding holidays of his normal basic pay plus dearness allowances. • Retrenchment: A permanent lay off for reasons other than punishment but not retirement or termination owing to ill health is called retrenchment. Legally speaking, employers in India are required to give advance notice or pay equivalent wages before the actual lay off date.

• Outplacement: Outplacement assistance includes Efforts made by the employer to help a recently separated employee find a job. Apart from training support to such employees, some organisations offer assistance in the form of paid leave travel charges for attending interviews, search firm expenses ,etc. • Suspension: Suspension means prohibiting an employee from attending work and performing normal duties assigned to him. He receives Subsistence allowances. • Discharge and dismissal: The termination of the services of an employee as a punitive measure for some misconduct is called dismissal. Discharge also means termination of the services of an employee but not necessarily as a punishment. A discharge does not arise from a single irrational act such as alcoholism, willful violation of rules, insubordination, carelessness, dishonesty, inefficiency, violent acts, unauthorized absence for a long time .