His initial placement might be faulty; his health might have gone down; he may not be getting along with his supervisor or workers i.e., he might have developed personal friction with his boss or fellow employees. 2. Transfers from one place to another cause much inconvenience and cost to the employee and his family members relating to housing, education of children etc., iii. According to Edwin Flippo, a transfer, “is a change in job where the new job is substantially equal to the old in terms of pay, status and responsibilities”. 2. a. Such transfers are termed as organizational transfers, flexibility transfers or production transfers. If there is arbitrariness in the policy, the superiors can misuse the “transfer” of subordinates for their personal reasons. ADVERTISEMENTS: Read this article to learn about Demotion of Employees. Therefore, every organisation should have a just and impartial transfer policy for its employees. Transfer & Employee Separations in HRM Transfer – It can simply be defined as “a change in job assignment of an employee.” It involves movement of employee from one job to another within an organization while being in the same level of hierarchy, requiring similar skills, involving same level of authority and responsibility and similar pay. The employees in these organisations know when they are due for a transfer and are prepared for it. If some employees refute them, they are transferred to less important jobs. (d) To avoid conflicts – Some employees find it difficult to work with their colleagues in a particular department. Before publishing your Articles on this site, please read the following pages:Transfer in HRM: Definitions, Objectives, Purpose, Principles, Types and PolicyTransfer means a change in job assignment. Poor performance could be attributed to reasons such as an employee being uncomfortable in his job as he may not possess good relations with his senior or suffer from ill health. (2) To meet emergencies or charges in operations or to deal with fluctuations in works requirements, necessitate either by volume of output or separation. But sometimes, employees demand it on account of their ill health, change in their work load, family issues etc. (viii) Specification of basis for transfer like job analysis, merit and length of service. An employee is trained on different jobs so as adjust him on a different job when there is no work at his seat or job. Definition: A transfer refers to lateral movement of employees within the same grade, from one job to another. Most of the employees may ask for transfer to risk-less and easy jobs and places. If a transfer is from one department to another, it is known as departmental transfer. An employee with a long service may be transferred in some other department to replace a person with a shorter service. 3. Placement of an employee from one place to another, from one developed department to another, for one job to another, is called transfer. (i) Type of training which will be imparted on transferred employee on new job. In model theory, a transfer principle states that all statements of some language that are true for some structure are true for another structure. Transfers must be ordered based on certain company-specific principles or dogma. For a transfer policy to succeed, it is necessary to have a proper job description and job analysis. Work force can be transferred from the departments / plants where there is less work to the departments/plants where more work is. informatisering en automatisering), economie (bijv. Thus, management must frame a transfer policy and follow the same. (c) Employees may be transferred for imparting training to them. Depending on the type, kind and size of the organisation, transfer policy is subject to vary from organisation to organisation. In course of time, an employee’s inclination to work is also observed. Transfer decisions may be perceived as negative or positive depending upon an individual’s personal preferences, needs and aspirations. Usually transfer takes place between jobs paying approximately the same salaries. Transfer may be made to achieve the following objectives: 1. 1. They are generally controlled centrally through and by the personnel department.
to avoid layoffs. The management must frame policy on transfers and apply it to all the transfers instead of treating each case on its merit. (iv) It should indicate the criteria or the basis of transfer and follow it strictly. Such transfers are known as shift transfers. 7. The versatility transfers are made for the purpose of preparing the employees for production and replacement transfer. To give the relief to the employees – Employees who are overburdened and doing complicated or risky work for long period are relieved from such work by transferring such employees to a place of their choice. “A transfer involves the shifting of an employee from one job to another without changing the responsibilities or compensation”.Transfers of employees are quite common in all organizations. (b) To meet employee needs – Transfers are also done at the request of employees. Demotion Policy. In order to stabilise the employment in the company and avoidance of lay off, an employee may be transferred from one department to another department. A company should develop its administrative manual to endorse the policies and objectives relating to administration. Intimate the fact of transfer to the person concerned well in advance.
A sound transfer policy must be clear on the following points: (a) Circumstances under which transfers can be made.