Transfer
Content
1 TRANSFER DEFINITION OF TRANSFER:
Transfer refers to the shifting of employees form one job to another within the same organization where salary, responsibilities and category of the new job and the previous job are almost same. Transfer of an employee can be done in other department of the same plant or office or to the same department of plant or office located in other region/city. Reason / Objectives for Transfer:
Transfer can be done on the request of employee due to personal reason like family problem or health problem. Due to HR policy which states that one employee can work in department or place for specific time period Transfers are common in the organizations where the work load varies timely. If an employee is not able to do the work or job assigned effectively he can be transferred to the other job where he can use his skills properly according to his interest and abilities Departmental vacancies can be filled with transfer of employees from overstaffed department. Employees can be transferred to the position or department with the higher priority workload. TYPES OF TRANSFER: What are the types of transfers?
Answer:
1) Production transfers– as mentioned earlier, a shortage or surplus of the labour force is common in different departments in a plant or several plants in an organization. Surplus employees in a department have to be laid off, unless they are transferred to another department. Transfers effected to avoid such imminent lay-offs are called production transfers.
2) Replacement transfers– replacement transfers are too intended to avoid imminent layoffs, especially of senior employees. A junior employee may be replaced by a senior employee to avoid laying off the senior one. A replacement transfer usually takes place when all the operations are declining and it is carried out to retain long-service employees as long as possible. 3) Versatility transfers – versatility transfers are done to make employees versatile and competent in more than one skill. Clerical employees in banks, for example are transferred from one section to another so that they acquire the necessary skills to attend to the various activities of the bank. Versatile transfers may be used as a preparation for production or replacement transfers. 4) Shift transfers – generally speaking, industrial establishments operate more than one shift. Transfers between shifts are common, such transfers being made mostly on a rotation basis. Transfers may also be effected on special requests from employees. Some request a transfer to the second shift or the night shift in order to avail the free time during the day to take up part time jobs. 5) Remedial transfers – remedial transfers are effected at the request of employees and are therefore called personal transfers. Remedial transfers take place in instances like * the initial placement of an employee may have been faulty or * the worker may not get along with his or her supervisor or with other workers in the department * he or she may be getting too old to continue in his or her regular job or * the type of job or working conditions may not be well adapted to his or her personal health * if the job is repetitive, the worker may stagnate and in all such instances the employee would benefit by transfer to a different kind of work. 2 DEMOTIONS DEFINITION OF DEMOTIONS: A demotion is the process of changing from one job to another job that has a lower grade. A pay reduction does not automatically occur with a demotion. Department administration should consult with Human Resources to determine if a pay reduction is appropriate.
11.2.1 VOLUNTARY DEMOTION: A permanent employee may request a voluntary demotion to a vacant position in a class with a lower salary rate, provided that the employee has previously achieved permanent status in that class or, the request for demotion is to a related class in the same job series as defined by the Personnel Commission. Demotion requests shall be in accordance with Chapter 11.1.10. 11.2.1.1 Salary placement for employees who demote to a class with a lower maximum salary rate shall be in accord with these Rules.
11.2.2 INVOLUNTARY DEMOTION: An involuntary demotion is a disciplinary action and, as such, is subject to the disciplinary procedures in these Rules and Regulations. 11.2.2.1 A permanent employee who has been promoted or reclassified to a higher class, or transferred to a new class, may be involuntarily returned to his/her former class during the probationary period without cause and without right of appeal. 11.2.2.2 Salary placement for employees who are involuntarily returned shall be to their former range and appropriate step.
11.3 RESIGNATION Employee Separation or resignation is the process of ensuring that an employee who quits the company is exited in a structured and orderly manner. The process of employee separation is taken quite seriously by many firms and there is a dedicated department to handle employee exits from the company. In this
article we discuss the process of employee separation and the differences between voluntary and involuntary exits. Voluntary and Involuntary Separation Employee separation can be voluntary as well as involuntary. The former is when the employee quits the company on his or her own accord. This is the most common form of employee separation though in these recessionary times, involuntary separation or the act of asking the employee to leave by management is quite common. This form of employee separation where an employee is asked to quit is called involuntary separation. The difference in these two forms of separation is that for voluntary exits, the employee stands to get most of the benefits and perks due to him or her whereas when an employee is asked to leave, he or she might get a separation package or in instances where disciplinary or performance related exits take place, the employee might not get anything at all. Components of the Employee Separation Process The employee separation process starts from the time the employee gives notice to his or her employer about the intention to quit. This is usually called “putting in one’s papers” because in earlier times, an employee was required to submit a formal resignation letter, though in recent times, this is being done by email. Once the employee gives notice, all the financial transactions and records of the employee are “frozen” by the HR department and the employee’s manager is tasked with the process of ensuring proper handover and closure of work tasks allotted to the employee. Usually, the notice period ranges from a month to two to three months depending on the level at which the employee is working. Further, there has to be a well defined handover plan drawn up by the employee’s manager that covers all aspects of closing out on the work that the employee is performing. Participants in the Employee Separation Process Typically, the employee separation process proceeds along two parallel tracks. One involves the employee and the manager and is concerned with the handover of work and other tasks. The other track is by the separations team and deals with the employee benefits accruing as a result of separation as well as other benefits like PF (Provident Fund), Gratuity (If applicable) etc. The HR manager is needed at all steps of this process and in the final exit interview that is conducted to assess the reasons for the employee leaving the company and taking the employee’s views on work and the company in general as well as any “de-motivating” factors that might have caused the employee to resign. Conclusion In recent years, with the high levels of attrition in the service sector, it has become imperative for firms to have a structured separation plan for orderly exits of employees. Of course, the concept of “pink slips” or involuntary exits are another matter altogether and involve some bitterness that results because of the employee losing his or her job. In conclusion, it is our view that employee separations must be handled in a professional and mature manner and though attrition is a fact that concerns everyone in the industry, once an employee decides to leave, the separation must be as smooth as possible.
Transfer refers to the shifting of employees form one job to another within the same organization where salary, responsibilities and category of the new job and the previous job are almost same. Transfer of an employee can be done in other department of the same plant or office or to the same department of plant or office located in other region/city. Reason / Objectives for Transfer:
Transfer can be done on the request of employee due to personal reason like family problem or health problem. Due to HR policy which states that one employee can work in department or place for specific time period Transfers are common in the organizations where the work load varies timely. If an employee is not able to do the work or job assigned effectively he can be transferred to the other job where he can use his skills properly according to his interest and abilities Departmental vacancies can be filled with transfer of employees from overstaffed department. Employees can be transferred to the position or department with the higher priority workload. TYPES OF TRANSFER: What are the types of transfers?
Answer:
1) Production transfers– as mentioned earlier, a shortage or surplus of the labour force is common in different departments in a plant or several plants in an organization. Surplus employees in a department have to be laid off, unless they are transferred to another department. Transfers effected to avoid such imminent lay-offs are called production transfers.
2) Replacement transfers– replacement transfers are too intended to avoid imminent layoffs, especially of senior employees. A junior employee may be replaced by a senior employee to avoid laying off the senior one. A replacement transfer usually takes place when all the operations are declining and it is carried out to retain long-service employees as long as possible. 3) Versatility transfers – versatility transfers are done to make employees versatile and competent in more than one skill. Clerical employees in banks, for example are transferred from one section to another so that they acquire the necessary skills to attend to the various activities of the bank. Versatile transfers may be used as a preparation for production or replacement transfers. 4) Shift transfers – generally speaking, industrial establishments operate more than one shift. Transfers between shifts are common, such transfers being made mostly on a rotation basis. Transfers may also be effected on special requests from employees. Some request a transfer to the second shift or the night shift in order to avail the free time during the day to take up part time jobs. 5) Remedial transfers – remedial transfers are effected at the request of employees and are therefore called personal transfers. Remedial transfers take place in instances like * the initial placement of an employee may have been faulty or * the worker may not get along with his or her supervisor or with other workers in the department * he or she may be getting too old to continue in his or her regular job or * the type of job or working conditions may not be well adapted to his or her personal health * if the job is repetitive, the worker may stagnate and in all such instances the employee would benefit by transfer to a different kind of work. 2 DEMOTIONS DEFINITION OF DEMOTIONS: A demotion is the process of changing from one job to another job that has a lower grade. A pay reduction does not automatically occur with a demotion. Department administration should consult with Human Resources to determine if a pay reduction is appropriate.
11.2.1 VOLUNTARY DEMOTION: A permanent employee may request a voluntary demotion to a vacant position in a class with a lower salary rate, provided that the employee has previously achieved permanent status in that class or, the request for demotion is to a related class in the same job series as defined by the Personnel Commission. Demotion requests shall be in accordance with Chapter 11.1.10. 11.2.1.1 Salary placement for employees who demote to a class with a lower maximum salary rate shall be in accord with these Rules.
11.2.2 INVOLUNTARY DEMOTION: An involuntary demotion is a disciplinary action and, as such, is subject to the disciplinary procedures in these Rules and Regulations. 11.2.2.1 A permanent employee who has been promoted or reclassified to a higher class, or transferred to a new class, may be involuntarily returned to his/her former class during the probationary period without cause and without right of appeal. 11.2.2.2 Salary placement for employees who are involuntarily returned shall be to their former range and appropriate step.
11.3 RESIGNATION Employee Separation or resignation is the process of ensuring that an employee who quits the company is exited in a structured and orderly manner. The process of employee separation is taken quite seriously by many firms and there is a dedicated department to handle employee exits from the company. In this
article we discuss the process of employee separation and the differences between voluntary and involuntary exits. Voluntary and Involuntary Separation Employee separation can be voluntary as well as involuntary. The former is when the employee quits the company on his or her own accord. This is the most common form of employee separation though in these recessionary times, involuntary separation or the act of asking the employee to leave by management is quite common. This form of employee separation where an employee is asked to quit is called involuntary separation. The difference in these two forms of separation is that for voluntary exits, the employee stands to get most of the benefits and perks due to him or her whereas when an employee is asked to leave, he or she might get a separation package or in instances where disciplinary or performance related exits take place, the employee might not get anything at all. Components of the Employee Separation Process The employee separation process starts from the time the employee gives notice to his or her employer about the intention to quit. This is usually called “putting in one’s papers” because in earlier times, an employee was required to submit a formal resignation letter, though in recent times, this is being done by email. Once the employee gives notice, all the financial transactions and records of the employee are “frozen” by the HR department and the employee’s manager is tasked with the process of ensuring proper handover and closure of work tasks allotted to the employee. Usually, the notice period ranges from a month to two to three months depending on the level at which the employee is working. Further, there has to be a well defined handover plan drawn up by the employee’s manager that covers all aspects of closing out on the work that the employee is performing. Participants in the Employee Separation Process Typically, the employee separation process proceeds along two parallel tracks. One involves the employee and the manager and is concerned with the handover of work and other tasks. The other track is by the separations team and deals with the employee benefits accruing as a result of separation as well as other benefits like PF (Provident Fund), Gratuity (If applicable) etc. The HR manager is needed at all steps of this process and in the final exit interview that is conducted to assess the reasons for the employee leaving the company and taking the employee’s views on work and the company in general as well as any “de-motivating” factors that might have caused the employee to resign. Conclusion In recent years, with the high levels of attrition in the service sector, it has become imperative for firms to have a structured separation plan for orderly exits of employees. Of course, the concept of “pink slips” or involuntary exits are another matter altogether and involve some bitterness that results because of the employee losing his or her job. In conclusion, it is our view that employee separations must be handled in a professional and mature manner and though attrition is a fact that concerns everyone in the industry, once an employee decides to leave, the separation must be as smooth as possible.
