A Transfer implies a lateral or horizontal movement of an employee in the hierarchy of positions with the same pay and status. Transfers may be either company initiated or employee- initiated.
A company may initiate a transfer to place employees in positions where:
Similarly, employees may initiate transfers for reasons like change of bosses or of location, or obtain more allowances or better working conditions attached to a new position. They may want to join their friends and relatives or avoid interpersonal conflicts with their present colleagues. Yoder and associates have defined transfer as “a lateral shift causing movement of individuals from one position to another usually without involving any marked change in duties, responsibilities, skills needed or compensation” Transfer generally does not involve a promotion, demotion or a change in job status other than movement from one job or place to another.
Transfers are generally purported to build up a more satisfactory work team and to achieve the following objectives.
2. Transfers aim to satisfy such needs of an organization as may arise out of a change in the quality of production, fluctuations in work requirements, and changes in the organizational structure; the introduction of new lines of production, the dropping of existing product lines, the reallocation of, or reduction in the work force due to a shortage or a surplus in the same section so that lay-offs may be avoided; filling in of the vacancies which may occur because of separations or because of the need for suitable adjustments in business operations. Such transfers are terms are organizational transfers, flexibility transfers or production transfers. The purpose of such transfers is to stabilize employment in the organization and is generally controlled centrally through and by the personnel department.
3. To improve employee’s background by placing him in different jobs of various departments, units, regions etc. This develops the employee and enables him to accept any job without any hesitation.
4. For proper utilization of the services of an employee when he is not performing well and the management feels that he may be more useful elsewhere. Such transfers are known as remedial transfers and act as a follow-up measure of the selection and placement procedure and help employees to adjust themselves to appropriate jobs.
5.Transfers help employees working according to their convenience so far as timings are concerned; for example, an employee is transferred from night shift to morning shift. Such transfers are known as shift transfers. 6. To adjust the workforce of one section/plant in other section/plant during lay-off, closure or adverse business conditions or due to technological change.
Transfers are generally purported to build up a more satisfactory work team and to achieve the following objectives.
Organizations should have a just and fair transfer policy that should be communicated to each employee. Otherwise superiors may transfer their subordinates arbitrarily if they happen to dislike them. This may cause frustration among employees.
- they are likely to be more effective or
- where they are likely to get greater satisfaction or
- where they are better able to meet the work schedules of the organizations.
Similarly, employees may initiate transfers for reasons like change of bosses or of location, or obtain more allowances or better working conditions attached to a new position. They may want to join their friends and relatives or avoid interpersonal conflicts with their present colleagues. Yoder and associates have defined transfer as “a lateral shift causing movement of individuals from one position to another usually without involving any marked change in duties, responsibilities, skills needed or compensation” Transfer generally does not involve a promotion, demotion or a change in job status other than movement from one job or place to another.
Transfers are generally purported to build up a more satisfactory work team and to achieve the following objectives.
PURPOSES OF TRANSFER
Major purposes of transfer are
1. To meet an employee’s initiative, when he feels uncomfortable on the job because of mal-adjustment with his fellow workers, or because better opportunities for his future advancement do not exist there, or because of family circumstances which may force him to change the place of his residence. Such transfers generally are because of faulty selection and erroneous placement, and are known as personal transfers. They enable employees to feel at home in the work of their work.2. Transfers aim to satisfy such needs of an organization as may arise out of a change in the quality of production, fluctuations in work requirements, and changes in the organizational structure; the introduction of new lines of production, the dropping of existing product lines, the reallocation of, or reduction in the work force due to a shortage or a surplus in the same section so that lay-offs may be avoided; filling in of the vacancies which may occur because of separations or because of the need for suitable adjustments in business operations. Such transfers are terms are organizational transfers, flexibility transfers or production transfers. The purpose of such transfers is to stabilize employment in the organization and is generally controlled centrally through and by the personnel department.
3. To improve employee’s background by placing him in different jobs of various departments, units, regions etc. This develops the employee and enables him to accept any job without any hesitation.
4. For proper utilization of the services of an employee when he is not performing well and the management feels that he may be more useful elsewhere. Such transfers are known as remedial transfers and act as a follow-up measure of the selection and placement procedure and help employees to adjust themselves to appropriate jobs.
5.Transfers help employees working according to their convenience so far as timings are concerned; for example, an employee is transferred from night shift to morning shift. Such transfers are known as shift transfers. 6. To adjust the workforce of one section/plant in other section/plant during lay-off, closure or adverse business conditions or due to technological change.
Transfers are generally purported to build up a more satisfactory work team and to achieve the following objectives.
TRANSFER POLICY
Organizations should have a just and fair transfer policy that should be communicated to each employee. Otherwise superiors may transfer their subordinates arbitrarily if they happen to dislike them. This may cause frustration among employees.
Similarly, subordinates may also request for transfer even for petty reasons. Most of the employees may ask for transfer to risk-less and easy jobs and places. The responsibility for effecting transfers is usually entrusted to an executive with power to prescribe the conditions under which requests for transfer are to be approved. For a transfer policy to succeed, it is necessary to have a proper job description and job analysis.
A systematic transfer policy should contain the following features:
1. Specification of circumstances under which an employee will be transferred in the case of company initiated transfer.
2. Specification of a superior who is authorized and responsible to initiate a transfer.
3. Jobs from and to which transfers will be made based on the job specification, description and classification etc.
4. The region or unit of the organization within which transfers will be administered.
5. Reasons to be considered for personal transfers, their order of priority etc.
6. Reasons for mutual transfer of employees.
7. Norms to decide priority when two or more employees request for transfer like priority of reason, seniority.
8. Specification of basis for transfer like job analysis, merit and length of service.
9. Specification of pay, allowances, benefits etc. that are to be allowed to the employee in the new job. Other facilities to be extended to the transferee like special leave during the period of transfer, special allowance for packaging luggage, transportation etc.
A systematic transfer policy should contain the following features:
1. Specification of circumstances under which an employee will be transferred in the case of company initiated transfer.
2. Specification of a superior who is authorized and responsible to initiate a transfer.
3. Jobs from and to which transfers will be made based on the job specification, description and classification etc.
4. The region or unit of the organization within which transfers will be administered.
5. Reasons to be considered for personal transfers, their order of priority etc.
6. Reasons for mutual transfer of employees.
7. Norms to decide priority when two or more employees request for transfer like priority of reason, seniority.
8. Specification of basis for transfer like job analysis, merit and length of service.
9. Specification of pay, allowances, benefits etc. that are to be allowed to the employee in the new job. Other facilities to be extended to the transferee like special leave during the period of transfer, special allowance for packaging luggage, transportation etc.
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