Presentation byBineesh.N.K

PROMOTION

Definition

According to Scott and Clothier: “ A promotion is the transfer of an employee to a

job which pays more money or one that carries some preferred status.”

“A promotion may be defined as an upward advancement of an employee in an organisation to another job, which commands better pay/wages, better status/prestige, and higher opportunities/challenges, responsibility, and authority, better working environment, hours of work and facilities, and a higher rank.”

i. To motivate employees to higher productivity.ii. To attract and retain the services of qualified and

competent people.iii. To recognize and reward the efficiency of an

employee.iv. To increase the effectiveness of the employee and of

the organization.

v. To fill up higher vacancies from within the organisation.

vi. To build loyalty, morale and a sense of belongingness in the employee.

vii. To impress upon others that opportunities are available to them also in the organisation, if they perform well.

Consistency Fair and impartial Planned activity

(i) Horizontal promotion (ii) Vertical promotion (iii) Dry promotion

(i) Horizontal promotion Promotion involves an increase in

responsibilities and pay, and a change in designation. But the employee concerned does not transgress the job classification.

eg : a lower division clerk is promoted as an upper division clerk. This type of promotion is referred to an “upgrading” the position of an employee.

(ii) vertical promotion A promotion is vertical when a canteen employee

is promoted to an unskilled job. The concerned employee naturally transgresses the job classification.

(iii) Dry promotions Dry promotion refers to increase in

responsibilities and status only.

Definitions.

A transfer may be defined as “ a change in job within the organization where the new job is substantially equal to the old in terms of pay, status and responsibilities.” - T.N.Chhabra.

A lateral shift causing movement of individuals from one position to another usually without involving any marked change in duties, responsibilities, skills needed or compensation.-C.B.Gupta.

Concepts Of Transfer.

A transfer refers to a horizontal or lateral movement of an employee from one job to another in the same organization without any significant change in the status or pay.

A transfer may be initiated either by the organization or by the employee.

A transfer may be temporary or permanent.

Need And Purpose Of Transfer.

To meet organization needs. Companies may transfer employees due to :-• Change in volume of production.• Change in technology.• Change in production schedule.• Change in product line.• Change in organization structure•

To satisfy the employee needs. Employees may request their transfer due

to :-• Dislike of boss or fellow workers.• Lack of opportunities for future advancement.• Personal problems.

To better utilize employees.• The employee maybe transferred because the

management feels that his capabilities would be better utilised elsewhere.

• An employee who is not performing satisfactorily may be more suitable in another job.

To make the employee more versatile. The employees may be transferred to different

jobs to :-• Widen their knowledge and skills.• Reduce monotony and as a method of training.

To adjust the workforce. Workers are transferred from the surplus

department or plant where there is shortage of staff.

To provide relief. It give relief to the employees who are

overburdened or doing risk work for long period.

To punish employees.• Employees indulging in undesirable activities

may be transferred to remote places or to some other jobs.

• It is in the form of disciplinary action.• Transfers are made because permanent stay may

cause frauds, bribery, etc.

Types Of Transfers.

Transfers may be classified into five types.

• Production transfer.• Shift transfer.• Replacement transfer.• Remedial transfer.• Versatility transfer.

Production transfer.• Such transfers are made when there is a need

of manpower in one department and surplus manpower in the other.

• Such transfers help to stabilise employment.

Shift transfer.• Employees may be shifted from one shift to another

for personal reasons.• Eg:- Marriage, infant care, old parents.•

Replacement Transfer• It is used when all operations are declining

and to retain long-service employees as long as possible.

• The long standing employee replaces a new employee and thereby gets relief from the heavy pressure of work.

Remedial Transfer.• Such transfers are made to rectify mistakes in

selection and placement.• These transfers are effected at the request of the

employees and are, therefore, called personal transfer.

Versatility Transfer.• It is effected to make employees versatile and

competent in more than one skill.• It helps to reduce boredom and monotony,

Principles Of Transfer.

Transfer policy should clearly specify the types of transfers and the circumstances under which transfers will be made.

It should prescribe the basis for transfers.

It should indicate the executives responsible for initiating and approving the transfers.

It should specify the effect of transfer on the seniority and pay of the employee.

It should be put in writing.

It should be communicated and explained to the employees.

The area of the organization over which transfers can be made need to be defined.

It should be clearly defined as permanent or temporary.

Benefits Of Transfer.

Increase in productivity and effectiveness of the organization.

Greater job satisfaction to employees. Stabilise fluctuating work needs. Improve employee skills. Remedy for faulty placement. Improve labour relations. Avoid monotony.

Human Resource And Personnel Management - K.Aswathappa. Human Resource Management - C.B.Gupta. Human Resource Management - T.N.Chhabra.