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    Employee Movements

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    mel m. ortiz
    This document discusses various types of employee movements within an organization, including transfers, promotions, and demotions. It defines transfers as lateral moves between established jobs with the same pay range that may involve a title change. Promotions move an employee to a higher level job with a higher pay range. Demotions place an employee in a lower level role, often for disciplinary or performance reasons. The document then outlines the different types of transfers, including production, replacement, remedial, and versatility transfers. It provides reasons for transfers and promotions. Finally, it discusses demotion principles around circumstances, approvals, impacted jobs, and placement upon return to normal conditions.

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    Employee Movements

    Uploaded by

    mel m. ortiz
    7K views16 pages
    This document discusses various types of employee movements within an organization, including transfers, promotions, and demotions. It defines transfers as lateral moves between established jobs with the same pay range that may involve a title change. Promotions move an employee to a higher level job with a higher pay range. Demotions place an employee in a lower level role, often for disciplinary or performance reasons. The document then outlines the different types of transfers, including production, replacement, remedial, and versatility transfers. It provides reasons for transfers and promotions. Finally, it discusses demotion principles around circumstances, approvals, impacted jobs, and placement upon return to normal conditions.

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    EMPLOYEE MOVEMENTS

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    This document discusses various types of employee movements within an organization, including transfers, promotions, and demotions. It defines transfers as lateral moves between established jobs with the same pay range that may involve a title change. Promotions move an employee to a higher level job with a higher pay range. Demotions place an employee in a lower level role, often for disciplinary or performance reasons. The document then outlines the different types of transfers, including production, replacement, remedial, and versatility transfers. It provides reasons for transfers and promotions. Finally, it discusses demotion principles around circumstances, approvals, impacted jobs, and placement upon return to normal conditions.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    7K views16 pages

    Employee Movements

    Uploaded by

    mel m. ortiz
    This document discusses various types of employee movements within an organization, including transfers, promotions, and demotions. It defines transfers as lateral moves between established jobs with the same pay range that may involve a title change. Promotions move an employee to a higher level job with a higher pay range. Demotions place an employee in a lower level role, often for disciplinary or performance reasons. The document then outlines the different types of transfers, including production, replacement, remedial, and versatility transfers. It provides reasons for transfers and promotions. Finally, it discusses demotion principles around circumstances, approvals, impacted jobs, and placement upon return to normal conditions.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 16

    EMPLOYEE

    MOVEMENTS
    Transfers
    • A transfer is the movement to another
    job that is previously established
    through an approved personnel
    requisition, has the same salary range
    and may involve a salary increase. A
    transfer may result in a title change.
    The purposes of the Transfer
    The transfer are generally affected to build up a more
    satisfactory work team and to achieve the following
    purposes:
    To increase the effectiveness of the organization.
    To increase the versatility and competency of key
    positions.
    To deal with fluctuations in work requirements.
    To correct incompatibilities in employee relations.
    To correct, erroneous placement.
    To relieve monotony.
    To adjust workforce.
    To punish employees.
    Types of Transfers
    • Production Transfer: Such transfers are resorted to when there is a need of
    manpower in one department and surplus manpower in other department. Such
    transfers are made to meet the company requirements. The surplus employees in
    one department/section might be observed in other place where there is a
    requirement.
    • Replacement Transfers: This takes place to replace a new employee who has been
    in the organization for a long time and there by giving some relief to an old
    employee from the heavy pressure of work.
    • Remedial Transfers: As the name suggest, these transfers are made to rectify the
    situation caused by faulty selection and placement procedures. Such transfers are
    made to rectify mistakes in placement and recruitments. If the initial placement of
    an individual is faulty or has not adjusted to work/job, his transfer to a more
    appropriate job is desirable.
    • Versatility Transfer: Such transfers are made to increase versatility of the
    employees from one job to another and one department to another department.
    Transfer (Job Rotation) are the tool to train the employees. Each employee should
    provide a varied and broader job experiences by moving from one department to
    another. This is for preparing the employee for promotion, this will definitely help
    the employee to have job enrichment.
    •
    Reas Types of Transfer
    ons

    1. To meet the organizational requirements Production


    Transfer
    2 To satisfy employees’ needs Personal
    Transfer
    3 To utilize employee’s skill knowledge etc

    4 To improve employee’s background by placing Remedial


    him in different jobs of various departments, Transfer
    units etc.
    5 To correct inter-personal conflicts

    6 To adjust the workforce of one section/plant in


    other section/plant during lay-off, closure or
    adverse business conditions etc.
    7 To give relief to the employees who Replacement Transfer
    are overburdened or doing
    complicated or risky work for a long
    period
    8 To punish the employees who violate Penal Transfer
    the disciplinary rules
    9 To help the employees whose working Shift Transfer
    hours or place of work is inconvenient
    to them
    10. To minimize fraud, bribe etc which
    result due to permanent stay and
    conduct of an employee with
    customers, dealers, suppliers etc.

    11 To increase the versatility of Versatile Transfer


    employees (Rotation transfer)
    Promotion
    • A promotion is the movement to another job in a
    higher job classification and will result in a title
    change. There are two types of promotions.
    • Market-based promotions occur when an employee
    assumes another job that has a higher value in the
    marketplace and has been assigned a higher salary
    range.
    • Contribution Level promotions occur when an
    employee assumes another job that has been
    assigned a higher contribution level and a higher
    salary range in the job classification system.
    demotion
    • Reasons:
    • Unsuitability of the employee to higher level
    jobs
    • Adverse business conditions
    • New technology and new methods of
    operation
    • On disciplinary actions
    • Demotion Principles:
    • Specification of circumstances under which an employee will be
    demoted like reductions in operation, indisciplinary cases.
    • Specification of supervisor who is authorized and responsible to
    initiate a demotion.
    • Jobs from and to which demotions will be made and specifications
    of lines or ladders of demotion.
    • Specification of basis for demotion like length of service, merit or
    both.
    • It should provide for an open policy rather than a closed policy
    • It should contain clear cut norms for judging merit and length of
    service
    • Specification of provisions regarding placing the demoted
    employees in their original places if normal conditions are restored.
    • Specification of nature of demotion, i.e., whether it is permanent or
    temporary of it is as disciplinary action. It should also specify the
    guidelines for determining the seniority of such demoted
    employees.
    ACTIVITY TIME

    •GROUP
    YOURSELF INTO
    FOUR
    ASSIGNMENT
    • WHAT IS REWARD SYSTEM?
    THANK YOU

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