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Employee movement - Coggle Diagram
Employee movement
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Transfers
Moving an employee within the same job/class/grade or shifting of an employee from one place to another or one field to another
Types of Transfers
1. Productive Transfers ( When an organization has a department, where there is a surplus of employees and a department where there is a shortage of employees.
productive transfers can be done)
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3. Remedial or correcting transfers (Such a transfer is made to rectify mistakes in selection and placement. As a follow-up, the wrongly placed employee is transferred to a more suitable job.)
4. Shift transfers: (This is pretty common where there is more than one shift and when there is regularized rotation.) Main two parts : General shift and Continous shit
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8. Problem oriented transfers( transfers which are given as a solution of problem, which occur among employees )
6. Disciplinary Transfer ( If an employee is transferred as a disciplinary action/punishment that transfer is a disciplinary
transfers.
9. Versatility transfers (It is also known as rotation. It is made to develop all round employees by moving them from one job to another. It also helps to reduce boredom and monotony.)
Transfer Procedures:
(The procedure of the employee job transfer depends on who has requested or initiated the transfer process. Either the manager/management or employee can initiate the transfer process. Here are two different employee transfer procedures followed in the organization.)
1. Manager/Management Initiated Employee Job Transfer====>
( simply Manager or Management conveys to the HR department about a requirement of the position. Then The HR department checks the skills and competence required for the job profile and checked the willingness to join the new job position. Then takes interview the employee to ensure the best fit for the new job position. After the approval of the employee, the transfer order is issued.
2. Employee-Initiated Job Transfer =====>
An employee checks the open job position in the organization through the internal portal and applies for it. HR department verifies that the skills and competence of the employee match the job he/she applied. The HR department calls the employee for an interview and to check the suitability of the employee for the new job position.
Once the HR department confirms the employee is suitable for a new job, the current manager of the employee is contacted and the HR department ensures that the employee is properly relieved from the old job. After selection in the interview, a transfer form is issued to the employee along with the details of the new job to be joined. After the approval of the employee, the transfer order is issued.
Transfer Policy (Every organization should have a fair and impartial transfer policy which should be known to each employee. The responsibility for effecting transfers is usually entrusted to an executive with the power to prescribe the conditions under which requests for transfers are approved. Care should be taken to ensure that frequent or large-scale transfers are avoided by laying down adequate selection and placement procedures for the purpose. A good transfer policy should:
- Specifically, clarify the types of transfers and the conditions under which these will be made
- Locate the authority in some officer who may initiate and implement transfers;
- Indicate whether transfers can be made only within a sub-unit or also between departments, divisions/plants;
- Indicate the basis for the transfer, i.e., whether it will be based on seniority or on skill and competence, or any other factor
- Decide the rate of pay to be given to the transferee
- Be in writing and duly communicated to all concerned
- Not be made frequently and not for the sake of transfer only.
- Intimate the fact of transfer to the person concerned well in advance
Layoffs ( A layoff is generally considered a separation from employment due to a lack of work available.)
Reasons for Lay off
- Due to seasonal fluctuations in demand for the
products.
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4.Shortage of materials, power.
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Methods of lay off
1. Bumping (When a company downsizes or restructures, senior-level employees whose position has been selected for elimination are given the opportunity to remain with the company in another position of lesser seniority. In situations where this happens, it is known as 'bumping. ')
2.LIFO (LIFO, otherwise known as "Last One Hired is the First One Fired) prioritize layoffs by seniority Therefore, junior employees lose their jobs before senior ones.
3.FIFO( This involves selecting those with the longest service for redundancy, rather than the shortest. FIFO, or First in First Out, brings its own legal risks
4.Agent method (employees who assist in the implementation of layoffs in their employing organizations.)
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What is a better job:
In terms of :
====>Greater authority &responsibilities
===================>More prestige
============>Higher rank and status
==========>Better working conditions
================>Higher pay grade