Transfer
A
transfer is a change in job assignment. It does not involve a change in
responsibility and status. A movement of an employee between equivalent
positions at periodical intervals is called ― transfer‖. A transfer therefore
does not involve a change of responsibility or compensation. Transfers are
normally made to place employees in positions where they are 138 likely to be
more effective or where they are likely to get greater job satisfaction.
Transfers may be either organization-initiated or employee- initiated. An
organization may initiate a transfer to
place
employees in positions where they are likely to be more effective or where they
are better able to meet work schedules of the organization. Employee initiated
transfers also known as ―personnel transfers‖ may be initiated for several
reasons. These could range from wanting a change of boss or a change of
location or to avoid interpersonal conflicts with their present colleagues or
to join their friends and relatives.
1 Types of Transfers
There are
different types of transfers depending on the purpose for which the transfers
are made. Judging from the view-point of purpose, there are nine type of
transfers.
(a) General
(b)
Production
(c) Replacement
(d) Shift
(e) Remedial
(f) Versatility
(g) Punishment or Penal
(h)
Request or Personal
(i) Mutual
a) General
General
transfers are normally affected during a particular period of the year wherein
all employees having completed a given period of service in a post or at a
place are involved. Definite rules and regulations are to be followed in
affecting such transfers. Such transfers are followed in big organizations,
quasi-governmental organizations and government departments.
(b) Production
Production
transfers are normally made from one department to another where the need for
the employee is more. This type of transfer is made to avoid lay-off of
efficient and trained employees by providing them with alternative positions in
the same organization. These changes help to stabilise employment in an
organization and therefore require centralised control. Although it is called
production transfer, similar situations can exist in non- manufacturing
enterprises or divisions too where an employee is transferred from one
department to another for similar reasons
(c) Replacement
These are
transfers of long-service employees to similar jobs in other departments where
they replace or ‗bump‘ employees with shorter service. Replacement transfers
are affected to replace persons leaving the organization, due to resignations,
retirements, dismissal or death. Quite often such transfers are affected to
change a new employee who has proved to be ineffective in the organization.
Even though the objective of these transfers is to retain the efficient and
trained employees in this process some short-service employees may lose their
jobs.
d) Shift
Shift transfers
are transfers of workers from one shift to another on the same type of work.
Workers generally dislike second or third shift as it affects their
participation in community life. To minimise this, shift transfers are
effected. Shift transfers also help workers to be out of routine fatigue.
(e) Remedial
Remedial
transfers are transfers made to remedy some situation primarily concerned with
employee on the job. Remedial transfers provide management with a procedure
whereby an unsatisfactory placement can be corrected. Initial placement might
be faulty or the type of job might not suit his health in such cases the worker
would benefit by transfer to a different kind of work.
(f) Versatility
The
objective of these transfers is to increase the versatility of the employee by
shifting him from one job to another. In this way, the employee is provided a
varied and broad job experience. This transfer is like a rotation transfers.
Versatility transfers, besides resulting in greater satisfaction of the workers
through job enlargement, also creates a work force which can be conveniently
shifted to other jobs in time of necessity.
(g) Punishment or Penal
This
transfer is made as punishments to erring employees. Quite often the employees
are transferred from one place be another so that they are made to work in a
situation of risks and hazards. Employees are posted to such places as a matter
of punishment for the errors and omissions they have committed.
Sometimes,
transfer is used as a concealed penalty. A trouble-maker may be transferred to
a remote branch where he cannot continue his activities.
(h) Request Transfers
This type
of transfer is done on the request of the employee. It is normally done on
humanitarian grounds to help the employee to look after his family and personal
problems.
(i) Mutual Transfers
When
transfers turn out to be mutual between two employees they are refered to as
mutual transfers. Usually the organization concedes to request of employees for
transfer if another employee is willing to go to the other place.
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