The document discusses different types of employee transfers in the workplace. It defines demotion as a transfer to a lower level position with decreased responsibilities due to factors such as poor performance or disciplinary issues. Transfers are described as lateral moves without changes in pay or level, and can be used to better utilize employee skills, resolve conflicts, or accommodate health issues. Permanent transfers assign employees to new jobs indefinitely, while temporary transfers expect employees to return to their original role after a period. Reasons for transfers include addressing workload changes, placing employees in preferred roles, and developing skills. Managing problem employees and union issues are also discussed.

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3. It is a shift to a position in which responsibilities are
decreased. It consists of a change in assignment to a job on
a lower organizational level.
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4.  Reduction in number of positions at the
level that they are occupying
 Work performance is not satisfactory
 Disciplinary Actions
 Health Conditions
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5. 1. An employee who is demoted should be given assistance
in adjusting to the new job and be given encouragement.
2. If demotion is due to performance deficiencies or
disciplinary actions, sufficient details should be released by
management.
3. The information about the demotion might reflect
unfavorably upon the demoted person, however, should
be tactfully phrased so as to avoid embarrassment.
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6. 1. When the abilities and skills of a senior employee
decline, the problem maybe solved by transferring
some of the duties of his job to others.
2. Kicking the person upstairs style.
3. Counseling
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8. In workplace it involves the movement or shifting of
an employee to another job of similar organization level
without special reference to changing responsibilities or
compensation.
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9. 1. Transfer makes possible the placement of an employee in a job
where there is a greater need for his services.
2. Permits an employee to be placed on a job which he prefers and
can perform more effectively.
3. Enables the employee to join a work group in which he can work
more cooperatively.
4. Provides employees with training and development experiences.
5. Serves to move employees from “blind alley” jobs to those where
they will have better opportunities to achieve better training and
advancement.
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10.  Changed Interest  Wants to work with friends.
Participate in a particular ride
 Broadened knowledge & developed pool
skills
 Work in certain hours
 Colleague conflict
 Work in a given location
 Physical condition
To be assigned in a supervisor
Age whom they like.
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11.  PRODUCTION TRANSFER
Transfer that is made to satisfy changes in work
load in organizational requirements or in job
requirement.
 PERONAL / PERSONNEL TRANSFER
Transfer that is made in order to place employees
in jobs for which they are more suited of for which that
have a personal preference.
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12.  PERMANENT TRANSFER
-is in which new job is regarded as the work
assignment until changed by promotion or another transfer.
 TEMPORARAY TRANSFER
-is in which both employee and supervisor expect a
return to the original position or to a different assignment
in the near future.
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13.  When a transfer involves a problem employee, the personnel
department should attempt to help the supervisors overcome that
their employees present rather than pass them and their problems
on to some other supervisor by means of transfer.
 Transfer at the request of employees must also be controlled to
prevent some individuals from continually changing jobs in hopes
of finding an occupational Utopia.
 When a problem occurs between the supervisor and the
employee, effective training or disciplinary action may provide the
best solution.
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14.  The fear of the unknown, particularly as it applies to future
social relationships. Can have an important bearing upon
employee attitudes toward transfer.
 The reluctance to perform work normally assigned to
members of another union or occupational work group.
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