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Transfer, Promotions and Demotions

In this presentation, we will discuss the characteristics of systematic promotion policy, principles, types and meaning of Transfer, promotion and demotion. ...

In this presentation, we will discuss the characteristics of systematic promotion policy, principles, types and meaning of Transfer, promotion and demotion.
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    Transfer, Promotions and Demotions Transfer, Promotions and Demotions Presentation Transcript

    • CHAPTER 4
    • CHAPTER 4 PROMOTION PRINCIPLES AND ITS CHARACTERISTICSEvery organization has to specify clearly its policyregarding promotion based on its corporate policyThe basic characteristics of a systematicpromotion policy are: It should be consistent It should be fair and impartial contd.
    • CHAPTER 4PROMOTION PRINCIPLES AND ITS CHARACTERISTICS It should be consistent It should be fair and impartial Systematic line of promotion channel should be created It should provide equal opportunities for promotion in all categories of jobs, departments and regions of an organization contd.
    • CHAPTER 4PROMOTION PRINCIPLES AND ITS CHARACTERISTICS It should ensure open policy in the sense every eligible employee should be considered It should contain clear cut norms and criteria for judging merit, length of service, potentiality etc. Appropriate authority should be entrusted with the task of making a final decision
    • CHAPTER 4 Transfer – Meaning Transfer is defined as “ a lateral shift causing movementof individuals from one position to another usuallywithout involving any marked change in duties,responsibilities, skills needed or compensation” Transfer is also defined as “…the moving of anemployee from one job to another. It may involve apromotion, demotion or no change in job status otherthan moving from one job to another”Transfer is also viewed as change in assignment andpromotion is upward reassignment of a job, demotion isdownward job reassignment whereas transfer is a latteror horizontal job reassignment
    • CHAPTER 4 Transfer – Reasons Organizations resort to transfers with a view to attain thefollowing purposes: To meet the organizational requirements To satisfy employees’ needs To utilize employee’s skill, knowledge etc. where they are more suitable or badly needed To correct inter-personal conflicts To adjust the workforce of one section/plant in other section/plant during different business conditions To punish employees who violate the disciplinary rules To help employees to relocate as per convenient To minimize fraud etc. which result due to permanent stay and contact
    • CHAPTER 4 TRANSFER TYPESProduction transferReplacement transferRotation transferShift transferRemedialPenal
    • CHAPTER 4 REASONS FOR TRANSFEREmployee initiated transfers Temporary transfers Permanent transfersCompany initiated transfers Temporary transfers Permanent transfersPublic initiated transfers Generally through the politicians/government
    • CHAPTER 4 Demotions It is one type of internal mobility It is the opposite of promotion It is the reassignment of a lower level job to anemployee with delegation of responsibilities andauthority required to perform that lower level joband normally with lower level payOrganizations use demotion less frequently asit affects the employee’s career prospects andmorale
    • CHAPTER 4 REASONS FOR DEMOTIONS Unsuitability of the employee to Higher LevelJobs Adverse Business Conditions New technology and new methods of operationdemand new and higher skillsEmployees are demoted on disciplinarygrounds
    • CHAPTER 4 DEMOTION PRINCIPLES Organizations should clearly specify the demotion policy. A systematic demotion policy should contain the following items: Specification of circumstances under which an employee will be demoted like reduction in operations and indisciplinary cases Specification of a superior who is authorized and responsible to initiate a demotion Contd.
    • CHAPTER 4Jobs from and to which demotions will bemade and specifications of lines or ladders ofdemotion Specification of basis for demotion like lengthof service, merit or both Should provide for an open policy rather thana closed policy Should contain clear cut norms for judgingmerit and length of serviceSpecification of provisions regarding placing,nature of demotion, guidelines etc.
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