Transfer and Its Types
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This document discusses employee transfers within an organization. It defines a transfer as the movement of an employee between jobs or locations without a change in status, responsibilities, or salary. The objectives of transfers include meeting organizational needs, satisfying employees, adjusting workforce size, developing employee versatility, and improving performance. Transfers are broadly classified as personal or organization-initiated. The types of transfers covered are production, replacement, versatility, shift, and remedial transfers. Benefits and potential problems of transfers are also outlined.
Transfer and Its Types
- 2. What is Transfer? Transfer is a movement of the employee from one job to another job or some other place without change in status, responsibilities and salary.
- 3. Features of Transfer 1. Horizontal or Lateral Movement. 2. No change in the responsibility, designation, status or salary. 3. Important source for internal recruitment. 4. Temporary or Permanent.
- 4. Objectives 1. To meet or fulfil organizational needs 2. To satisfy employee needs 3. To adjust the workforce 4. To reduce monotony and to make the employees versatile 5. For effective use of employees 6. To punish Employees 7. To give the relief to the employees. 8. To improve employees background by placing them in different jobs of various departments and units.
- 5. Broad Classification of Transfer A. Personal Transfer • Personal Transfers are those which occur by desire of the employee and are primarily in his interest. The reasons for such requests could be: (1) To correct erroneous placement. (2) To relieve the monotony of a job, acquire better working conditions and join friends/spouse. (3) To avoid interpersonal conflicts. (4) In consideration of the interests of age/health, education of children, housing difficulties or to join immobile dependents. (5) The feeling that opportunity for advancement is better in another department. (6) A search for creative opportunities.
- 6. contd B. Organisation Initiated Transfer • The organisation may initiate transfers for the following reasons: (1) The need for temporary adjustment for the convenience or benefit of the organisation or the employee, such as leave replacement or very short assignments. (2) To meet emergencies or charges in operations or to deal with fluctuations in works requirements, necessitate either by volume of output or separation. (3) To make use of the increasing versatility and competence of key employees.
- 7. Types of Transfer Type # 1. Production Transfer: • Employees are posted in different departments, based on their interests and qualifications. • This also depends on the work load that a department possesses. • However, this load keeps fluctuating, and the demand for manpower keeps changing with time. • Production transfer refers to the transfers ordered to avoid unavoidable lay-offs which is arises due to decline in the production. Type # 2. Replacement Transfer: • When an employee leaves a department for a particular reason, the department needs a replacement.
- 8. Type # 3. Versatility Transfer: • Some organizations believe that the workforce needs to have multiple skills capable to perform multiple tasks. People can achieve multiple skills only by working in different departments. • In learning organizations such as ordnance factories, banks, and many private companies, people get the scope of working in different departments and can learn different systems, procedures, and rules and regulations. Type # 4. Shift Transfer: • In order to enhance capacity utilization, industrial organizations, operate in multiple shifts—generally morning, evening, and night shifts. • Requests of employees for transfers on a particularly shift are also entertained, considering the importance of ground of requests Type # 5. Remedial Transfer: • After induction, employees are placed in a department and jobs are assigned to him/ her, and their performance and behavioural dispositions are recorded. • Some employees may emerge as good performers, while many others may emerge as underperformers • The objective of remedial transfer is therapeutic in nature, that is, to rectify the wrong placement.
- 9. Benefits of Transfer 1. To meet the organizational needs. 2. To meet employee needs. 3. To make optimum use of employee’s talent. 4. Improve employees skills . 5. To avoid conflicts. 6. To take punitive action against employee. 7. Reduce monotony boredom. 8. Remedy for faulty placement decisions. 9. Prepared the employees for challenging assignments. 10. Improve employees satisfaction and morale. 11. Improve employer –employee relations.
- 10. Problems of Transfer 1. Inconvenient to employees who otherwise don’t want to move . 2. Employees may or may not fit in the new location. 3. Shifting of experienced hands may affect productivity. 4. Discriminatory transfers may affect employee moral