internal+mobility
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Internal Mobility
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Internal Mobility
It is the lateral or vertical movement of anemployee within an organization.
It may involve promotion, transfer, demotion or
separation
It may take place between jobs in various
departments or divisions.
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Purposes of Internal Mobility
Improve organizational effectiveness: To eliminate
structural defects, remove unwanted positions andredesign other jobs. Internal mobility increases
every such change within an organization.
Improve employee effectiveness: Internal mobility
bridges gaps between what the person has andwhat the organization demands in knowledge, skills
and abilities
Adjust to changing business operations: Internal
mobility helps short term adjustments as well as
long term adjustments during boom or recession
period.
Ensure discipline: Internal mobility like demotion can
be used to ensure discipline and correct wrong
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Transfer
A transfer is a change in job assignment. It may
involve a promotion or demotion or no change atall n status and responsibility.
Purpose of transfer:
To meet the organization requirements:Changes
in technology,changes in volume of production,
production schedule, product line, quality of
products, change in organizational structure,
fluctuations in the market conditions etc demand
shift in job assignments.
To satisfy the employee needs: Employees may
need transfers in order to satisfy their desire to
work under a friendly superior, in a deptt/region
where opportunities for advancement are bright,
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Transfer To utilize employees better: An employee may be
transferred because management feels that his skills,
experience and job knowledge could be put to better
use elsewhere.
To make the employee more versatile: Employees may
be rolled over different jobs to expand their capabilities.
To adjust the workforce: Workforce may be transferred
from a plant where there is less work to a plant where
there is more work.
To provide relief: Transfers may be made to give relief
to employees who are over burdened or doinghazardous work for long periods.
To reduce conflicts: Where employees find it difficult to
get along with colleagues in a particular section, deptt
or location, they could be shifted to another place to
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Types of transfer
Production transfers: due to changes inproduction.
Replacement transfers: due to replacement of an
employee working the same job for a long time.
Rotation transfers: initiated to increase the
versatility of employees
Shift transfers: transfer from one shift to another.
Remedial transfers: initiated to correct the wrongplacements.
Penal transfers: Initiated as a punishment for
indisciplinary action of employees
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Transfer PolicyA systematic transfer policy should contain: Specification of circumstances under which an
employee will be transferred in the case of anycompany initiating transfer.
Name of the person who is authorized andresponsible to initiate a transfer.
Jobs from and to which transfers will be made,based on the job specification, description and
classification etc. The region or unit of the organization within which
transfers will be administered.
Reasons which will be considered for personal
transfers, their order of priority etc.
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Transfer Policy
Reasons for mutual transfer of employees.
Norms to decide priority when two or more
employees request for transfers like priority of
reason, seniority
Specification of basis for transfer like job analysis,
merit, length of service.
Specification of pay, allowance, benefits etc that
are to be allowed to the employee in the new job. Other facilities to be extended to the transferee
like special level during the period of transfer,
special allowance etc.
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Promotion
Promotion refers to upward movement of an
employee from current job to another that ishigher in pay, responsibility and/or organization
level.
Promotion brings enhanced status, better pay,
increased responsibilities and better workingconditions to the promotee.
Promotion based either on meritorious or
continuous service has powerful motivational
value.
It forces an employee to use his knowledge, skills
and abilities fully and become eligible for vertical
growth.
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Merit based promotions
Merit based promotions occur when an employeeis promoted because of superior performance in
the current job.
It motivates employees to work hard, improve
their knowledge, acquire new skills and contribute
to organizational efficiency.
It helps employer to focus attention on talented
people.
It also inspires other employees to improve their
standards of performance.
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Seniority based promotion
Seniority refers to the relative length of service inthe same organization.
It faces certain limitations such as
The assumption that the employees learn more
with length of service is not valid.
It demotivates the young and more competent
employees and results in employee turnover.
It kills the zeal and interest to develop. Judging the seniority is highly difficult in practice.
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Promotion Policy
A firm should constitute a promotion policy which
includes
Establish a fair and equitable basis for promotion to
provide equal opportunities for promotion in all
categories of jobs, deptts and regions of an org.
It should ensure an open policy to enable every
eligible employee for promotion.
The norms for judging merit, length of service,
potentiality etc must be established beforehand. The mode of acquiring new skills, knowledge etc
should be specified to all employees.
Appropriate authority should be entrusted with the
responsibility of taking a final decision on
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Promotion Policy
Detailed records of service, performance etc
should be maintained for all employees.
It should contain alternatives to promotion when
deserving candidates are not promoted due to
lack of vacancies at higher level.
A provision for appeal against arbitary actions of
management and review.
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Employee separation
Resignation
Retirement
Layoff
Retrenchment Outplacements.
Suspension
Discharge and dismissal
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