internal and external mobility

8/7/2019 Internal and External Mobility

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Job or Employee Mobility :

Internal and External mobility


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Job Mobility Job Mobility - The ability of an employee to

change jobs.

Moves can be downward, upward, or lateralwithin an organization, or to anotherorganization.

Downward Mobility - When an employeereverts to a previous or lower position in anorganization.


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Job Mobility Upward Mobility - When an employee is

promoted to a higher position in an

organization. Lateral Move - When an employee takes a

new position at the same organizationallevel as the former position.

This is sometimes done so the employee canlearn new skills.


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Internal mobility

The lateral or vertical movement (promotion,

transfer, demotion or separation) of an employee

within an organization is called internalmobility.

Some employees leave the organization for

reasons such as better prospects, retirement,

termination, etc. such movements are known asexternal mobility


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Need for

Internal mobility

To meet the dynamic of environment changes injobs.

Business expansion leading to new jobopportunities and new methods replace the oldones, which may necessitate promotions andtransfers in various departments.

Factors such as employee turnover, resignations,retirement, etc may lead to internal job change.

Job changes may be necessary to meet employeeaspirations.


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Purpose of

Internal mobility

Improves organizational effectiveness.

Improve employee effectiveness.

Adjust to changing business operations.

Ensure discipline.


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Transfer Employee movement that occurs when an

employee is moved from one job to another

that is relatively equal in pay,responsibility, and /or organizational level.

A transfer does not imply any ascending

(promotion) or descending (demotion)change in status or responsibility.


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Types of transfer Production transfer: Transfer caused due to changes in

production.

Replacement transfer: Transfer caused due to replacementof an employee working on the same job for a long time.

Rotation transfer: Transfer initiated to increase theversatility of employees.

Shift transfer: Transfer of an employee from one shift to

another. Remedial transfer: Transfer initiated to correct the wrong

placement.

Penal transfer: Transfer initiated as a punishment forindisciplinary action of employees.


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Benefits and problems of transfer

Benefits

Improves employees skills

Reduce monotony, boredom

Remedy faulty placement decision

Prepare the employee for challenging

assignments in future

Stabilize changing work requirements in differentdepartments/locations.

Improves employees satisfaction and morale

Improves employer- employee relationship


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Problems

Inconvenient to employees who otherwisedo not want to move

Employees may or may not fit in the newlocation/ department

Shifting of experienced hands may affect

productivity. Discriminatory transfer may affect

employee morale.


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Transfer policy Specifications of circumstances under which an employee

will be transferred in the case of if company initiatedtransfer.

Name of the superior who is authorized and responsible toinitiate a transfer.

Jobs from and to which transfer will be made, based on thejob specification, description and classification etc.

The region or unit of the organization within whichtransfers will be administered.

Reasons which will be considered for personal transfer,their order of priority, etc.

Norms to decide priority when two or more employeesrequest for transfer such as priority of reasons, seniorityetc.

Specifications of pay, allowances, benefits, etc, that are tobe allowed to the employee in the new job.

Other facilities to be extended to te transferee like special

allowances for packaging luggage, transportation etc.


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Promotion

Employee movement from current job to

another that is higher in pay, responsibility,

and /or organizational level.


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Test Your Knowledge

An employee is moved to a higher level of

job without increase in pay. It is called as ?

Ans : Dry promotion


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Purpose of Promotion To utilize the employee skill, knowledge at the appropriate

level in the organizational hierarchy resulting inorganizational effectiveness and employee satisfaction.

To develop competitive spirit and inculcate the zeal in theemployees to acquire the skill and knowledge etc, requiredby higher levels.

To develop competent internal source of employees readyto take jobs at higher levels in the changing environment.

To promote employees self-development and make themawait their turn of a sense of belongingness.

To promote interest in training and developmentprogrammes and in team development areas.

To built loyalty and to boost morale.

To reward commitment and loyal employees.


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Bases ofP

romotion Merit as a basis of promotion

Seniority as a basis of promotion

Seniority- cum- merit promotion


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Promotion policy

It should be consistent in the sense that policyshould be applied uniformly to all employees

irrespective of the background of the persons.

It should be fair and impartial .

Systematic line of promotion channel should beincorporated.

It should provide equal opportunities forpromotion in all categories of jobs, departmentsand regions of an organization.

It should ensure open policy in the sense thatevery eligible employee should be considered forpromotion rather than a close system whichconsider only a class of employees.


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Promotion policy conti..

It should contain clear cut norms andcriteria for judging merit, length of service,potentiality etc.

Favoritism should not be taken as a basis

for promotion. It should contain promotional counseling,

encouragement, guidance, and follow upregarding promotional opportunities, jobrequirement and acquiring the requiredskills, knowledge etc.


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Demotion Employee movement that occurs when an

employee is moved from one to another

that is lower in pay, responsibility, and /ororganizational level.


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Causes of demotion

A promotee is unable to meet the

challenges posed by the new job.

Due to adverse business conditions,

organizations may decide to lay off some

and downgrade other jobs.

Demotions may be used as disciplinarytools against errant employees.


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Demotion policy A clearly list of rules along with punishable

offences be made available to all the employees.

Any violation be investigated thoroughly by acompetent authority.

In case of voilation, it is better to state the

reasons for taking such a punitive step clearly

and elaborately.

There should be enough room for review.


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SeparationsA separation is a decision that the individual and

the organization should part

Separations can be in a form of temporary leaves of

absence, attrition- resignation, retirements,

Deaths, layoffs and retrenchment, suspension

and discharge and dismissal


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Thanks and take carebut remember


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Remember

Our lives are not determined by what happens

to us

but..

by how we react to what happens,not by what life brings to us,

but..

by th

e attitude we bring to life.

A positive attitude causes a chain reaction

of positive thoughts, events, and outcomes.

internal and external mobility

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