internal+mobility

7/29/2019 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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