Transfer & Promotions

7/29/2019 Transfer & Promotions

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TransfersTransfers

A transfer refers to a horizontal or lateral

movement of an employee from one job to

another in the same organization without any

significant changes status and pay. It has been

defined as lateral shift causing movement of

individuals from one position to another usually

without involving any marked change in duties,

responsibilities, skills needed or compensation.


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Need and purpose of TransfersNeed and purpose of Transfers

1. To meet organizational needs2. To satisfy employee Needs3. To better utilization of Employees4. To make the Employee More versatile5. To adjust the work force6. To provide Relief7. To Punish Employees


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Types of TransfersTypes of Transfers

1. Production Transfer

2. Replacement Transfer3. Versatility Transfer

4. Remedial Transfer5. Shift Transfer


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DemotionDemotion

Demotion implies the assignment of anemployee to a job of lower rank with lower

pay. It refers to downward movement pf

an employee in the organizationalhierarchy with lower status and lower

salary.

It is downgrading process and a serioustype of Punishment, hence it should be

used tactfully and only when it is

absolutely necessary.


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Need for Demotion:Need for Demotion:

Why and WhenWhy and When

1. Adverse Business Conditions2. Incompetence3. Technological Change4. Disciplinary Measure.


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SeperationsSeperations

Separation of an employee takes place

when his service agreement with theorganisation come to an end and theemployee the organisation. It may occur

due to resignation, death, dismissal andlayoff. Following are various forms ofseparations.

ResignationRetirement Layoff

Retrenchment

Dismissal


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BRDM 2nd semester


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MEANINGMEANING

Promotion is advancement of an employee to abetter job better in terms of greaterresponsibility, more prestige or status, greater skilland especially increased rate of pay or salary.

- Paul Pigors and Charles A. Myers

The upward assignment of an individual in anorganizations hierarchy, accompanied by increasedresponsibilities, enhances status and usually withincreased income though not always so.

- Arun Monappa & Mirza S. Saiyadain


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CONDITIONS OFCONDITIONS OF

PROMOTIONSPROMOTIONSReassignment of higher level job to anemployee than what he is presently performing.

The employee will naturally be delegated withgreater responsibility and authority than whathe has had earlier.

Promotion normally companies higher pay.


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PURPOSES OF PROMOTIONPURPOSES OF PROMOTION

To utilize the employees skill, knowledge at theappropriate level resulting in organizationaleffectiveness and employee satisfaction.

To develop competitive spirit and inculcate the zealin the employees to acquire the skill, knowledgeetc. required by higher level job.

To develop competent employees inside who canadapt to changing environments.

To promote employees self development. Itreduces employee turn over.


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PURPOSES OF PROMOTIONPURPOSES OF PROMOTION(contd..)(contd..)

To promote feeling of contentment with the existconditions and also sense of belongingness.

To promote interest in training, development

programmes and team development.

To build loyalty and to boost morale.

To reward committed and loyal employees.

To get rid of problems created by leaders of unionsby promoting them to officer levels.


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TYPES OF PROMOTIONTYPES OF PROMOTION

Vertical Promotion Employee is moved to the nexthigher level, in the organizational hierarchy withgreater responsibility, authority, pay and status.

Upgradation The job is upgraded in theorganizational hierarchy. Consequently, theemployee gets more salary, higher authority andresponsibility.

Dry Promotion The employee is moved to the nexthigher level in the organizational hierarchy withgreater responsibility, authority and status withoutany increase in salary.


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BASES OF PROMOTIONBASES OF PROMOTION


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MERIT BASED PROMOTIONMERIT BASED PROMOTION

Merit is taken to denote an employees skill,knowledge, ability, efficiency and aptitudeas measured from educational, training andpast employment record.


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Merits :Merits :

The resources of higher order of an employee can bebetter utilized at higher level.It results in maximum utilization of HumanResources in the organization.

Competent employees are motivated to exert alltheir resources and contribute them to theorganizational efficiency and effectiveness.

It works as golden hand-cuffs regarding employee

turnover.

It continuously encourages employees to acquirenew skills, knowledge etc.


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Demerits :Demerits :

Measurement or judging of merit is highly difficult.

Many people distrust the management integrity injudging merit.

Techniques of merit measurement are subjective.

Mostly based on past achievement, efficiency but

not about the future success.


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SENIORITY BASED PROMOTIONSENIORITY BASED PROMOTION

Seniority refers to relative length of servicein the same job and in the sameorganization.

By considering seniority as basis ofpromotion, there is a positive correlationbetween length of service and amount ofknowledge and level of skill acquired.

Also, it supports the custom of first comefirst serve.


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Merits :Merits :

Relatively easy to measure the length of serviceand judge the seniority.

There will be full support from trade union.

Everybody trusts management action as there isno scope for favoritism and discrimination andjudgment.

Gives a sense of certainty of getting promotion toevery employee and of their turn of promotion.


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MeritsMerits(contd..)(contd..) ::

Senior employees will have a sense of satisfactionto this system as the older employees arerespected and their inefficiency cannot be pointedout.

It minimizes the scope of grievances and conflictsregarding promotion.

It seems to serve the purpose in the sense thatemployees may learn more with increase in lengthof service.


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Demerits :Demerits :

It demotivates young and more competentemployees and results in employee turnover amongdynamic force.

It kills the zeal and interest to develop aseverybody will be promoted with or withoutimprovement.

Organizational effectiveness may be diminishedthrough deceleration of the human resources.


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DemeritsDemerits(contd..)(contd..)

Employees only learns upto a certain age and afterthat the learning ability diminishes.

Judging seniority may seems easy but involves

problem areas job seniority, service in differentorganizations, experience as apprentice,researcher, length of service even in terms of hour.


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SENIORITY-CUM-MERITSENIORITY-CUM-MERITBASED PROMOTIONBASED PROMOTION

Seniority-cum-merit based promotionsatisfies the management for organizationaleffectiveness and the employees and tradeunions for respecting the length of service.


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A balance can be struck between the two basis by

some ways as below:

Minimum length of service and merit A minimumlength of service is kept as basic eligibility and thenmerit is made the sole criteria.

Measurements of seniority and merit through acommon factor

Minimum merit and seniority Certain merit is keptas eligibility criteria and then seniority isconsidered.


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BENEFITS OF PROMOTIONBENEFITS OF PROMOTION

Promotion places the employees in a position wherean employees skills and knowledge can be betterutilized.

It creates and increases the interest of otheremployees in the company as they believe thatthey will also get their turn.

It creates among employees a feeling of contentwith the existing conditions of work andemployment.


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BENEFITS OF PROMOTIONBENEFITS OF PROMOTION

(contd..)(contd..)

It increases interest in acquiring higherqualifications, in training and in self developmentwith a view to meet the requirements of promotion.

Promotion improves employee morale and jobsatisfaction.

It improves organizational health.


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PROBLEMS WITH PROMOTIONPROBLEMS WITH PROMOTION

Disappoints Some Employees If some employeesdont get promoted, then they develop negativeattitude and reduce their contribution to theorganization.

Employees Refuse Promotion Like promotion withtransfer, promotion to a level of incompetency,delegation of unwanted responsibilities etc.

Superiors does not relieve their subordinates.


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Transfer & Promotions

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