Transfer and promotion

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1. Transfer and promotion A prime corporate success determinant Promotion Transfer

2. The Glindex (Index and Glossary) Topic Person in charge 1.Meaning of Promotion 2. Objectives of Promotion 3. Criteria For Promotion (Only Meaning) 4. Merit Based Promotion (Only Meaning) Nandan M -1510570 5. Advantages and disadvantages of Merit Based Promotion. Trishnika - 1510575 6. Seniority Based Promotion (Only Meaning) Harshith B.S - 1510569 7. Advantages and disadvantages of seniority based promotion. Shwetha - 1510573 8. Meaning and objectives of transfer Saurabh S.S - 1510513 9. Reasons for transfer Harshith B.S - 1510569 10. Types of Transfer 11. Meaning of right sizing 12. Need for Right sizing Simren – 1510567 Harshith B.S – 1510569 Bharthi - 1510572

3. Promotion

4. Meaning of Promotion Promotion is the reassignment of a higher level job to an internal employee with delegation of responsibilities and authority required to perform that higher level job and normally with higher pay .

5. When promotions are given…..

6. Positive Negat ive

7. Purposes or objectives of promotion Internal conservation :-The primary objective of promotion is to fill the job vacancies available within the organization by upgrading the employees.

8. Utilizing employees’ skill at appropriate level

9. Purposes or objectives of promotion Reduces labour turnover :-To promote employee’s self-development and make them await their turn of promotions. It reduces labor turnover.

10. Purposes or objectives of promotion To promote interest :-To promote interest in training and development programmes and in team development areas.

11. To boost morale :- Organizations seek to encourage efficiency and loyalty among the employees through motivation. Purposes or objectives of promotion

12. Purposes or objectives of promotion To Improve constructive competition

13. To reward loyal and committed employees

14. To impress upon others that opportunities are available to them too in the organization, if they perform well.

15. Please note down…… Objectives of Promotion Internal conservation Utilizing employees’ skill at appropriate level Reduces labour turnover To promote interest To boost morale To Improve constructive competition To reward loyal and committed employees To impress upon others that opportunities are available to them too in the organization, if they perform well.

16. Basis or Criteria of Promotion

17. Basis or Criteria of Promotion Promotion is one of the highly sensitive tasks of HR Managers especially when it involves selecting from a pool of candidates. This is because employees who do not get promotion may blame the system if it is not transparent . Therefore an organization should be careful with its promotion policy and criteria.

18. Merit Seniority

19. Merit Based Promotions Merit as a basis for promotion means fulfilling the job positions in an organization with the most talented persons available within the organization for those positions. Merit is given appropriate consideration while other factors like seniority become insignificant. Talents performance skills

20. Merit Based Promotions Advantages It improves both employee efficiency and organizational performance. It acts as an incentive and real motivator for the competent and diligent employees of the organizations. Promotions on the basis of merit necessitates continuous skill and knowledge acquisitions by the employees throughout their career to remain competitive in the lab our market. It increases creativity of the employees and keeps the organization dynamic to meet the challenges from the external environment.

21. Merit Based Promotions Disadvantages Organizations may find it difficult to convince the employees and their unions about the fairness of the promotion system when merit is the sole criterion in promotion. This method can cause intense and destructive rivalry among the employees, leading to a mutual block of performance. It may favor the younger employees with fresh and relevant knowledge, thereby putting the aged employees in a disadvantageous position. It can cause undue stress for the employees if they are not promoted.

22. Seniority based promotions The promotions are given on the basis of the length of service of the employees Other factors like the KSA’s are ignored. Usually followed in the public sector enterprises. Seniority

23. Seniority based promotions Advantages This method is suitable for strongly unionized organizations and avoids conflicts. It may improve the loyalty and commitment of the employees. There arise no bitter feelings in any employee at the end of the promotion process. It is simple and straight forward.

24. Seniority based promotions Disadvantages It offers no incentive for the efficiency, creativity and commitment of the sincere and hardworking employees. It kills the learning habit of employees. There will be resistance to change. It may lead to labour turnover.

25. Seniority-Cum-Merit Both the seniority and merit are taken into consideration. The primary objective is to include the virtues of both merit and seniority.

26. Merit Based Promotions An example Mr . X 20 years experience Relatively less KSA’s Mr. Y 3 years experience Relatively more KSA’s Who will you promote if you have Chosen a merit based promotion policy ?

27. Transfer

28. Transfer A horizontal shifting of employees from one job to another without any job related increase in the pay, benefits and status of the employees is called a transfer.

29. Reasons for Transfer Over a period of time, the productivity of an employee may decline because of the monotony of his or her job. To break this monotony, the employee is transferred.

30. Reasons for Transfer The Climate may be unsatisfactory for an employee’s health. He or she may request a transfer to a different place where his/her health is not affected by the climate.

31. Reasons for transfer Family related issues cause transfers, specially among female employees. When they get married, the females want to join their spouses, and this fact necessitates transfers.

32. Objectives or Purposes of Transfer To meet the organizational requirements :- Organizations may have to transfer employees due to changes in technology, volume of production, production schedule, product line, introduction of new product lines etc., Changes in technology Product line

33. Objectives or Purposes of Transfer To satisfy the employee needs :- to reduce the boredom of the employees etc., transfer may be given.

34. Objectives or Purposes of Transfer Correction of faulty initial placement of an employee.

35. Objectives or Purposes of Transfer To make the employees more versatile:- Transfers can be used to make the employees familiar with different skills.

36. Objectives or Purposes of Transfer To adjust the workforce :- In order to meet the shortages of human resources in any department, employees may be transferred to that department from a department which is overstaffed.

37. Objectives or Purposes of Transfer To Provide relief :- Transfer may be given to employees who are overburdened or doing hazardous work for a long period. Over burden Hazardous jobs

38. Objectives or Purposes of Transfer To reduce conflicts:- If the employees do not get along with their working environment, they may be given transfer.

39. Objectives or Purposes of Transfer To punish the employees:- Transfers may be used to punish employees who indulge in mal practices etc.,

40. Please Note Down… Objectives of transfer To meet the organizational requirements To satisfy the employee needs To utilize employees better To make the employees more versatile To adjust the workforce To Provide relief To reduce conflicts To punish the employees

41. Types of Transfers Production Transfers Replacement Transfers Versatility Transfers Shift Transfers Remedial Transfers

42. Right-sizing of workforce refers to employing and maintaining exact number of employees with the required skills, knowledge and abilities to perform the existing number of jobs in an organization.

43. Meaning Employing and maintaining exact number of employees with required skills, abilities and knowledge to perform the existing number of jobs in an organization.

44. Need for right sizing To Have the exact number of employees as per the:- Job Analysis Job Description Job specification

45. To minimize cost of human resources

46. To reduce maintenance activities of various employees Facilities and benefits

47. To maximize productivity by enhancing employee performance

48. To avoid formation of Trade unions and its consequences

49. References Human Resource management – P Subbarao Human Resourc e management – VSP Rao Human Resource management – Gary Dessler Human Resource management 7e – K Aswathappa Slide Share Articles Online research articles