HRM

1. Mobility of Employees
• The lateral or vertical movement (promotion,
transfer, demotion or separation) of an
employee within an organization is called internal
mobility.
• It may take place between jobs in various departments
or divisions.
• Some employees may leave the organization for
reasons such as better prospects, retirement,
terminations etc. Such movements are known as
external mobility.

2. Internal Mobility- Transfer, Promotion and Demotion
External Mobility- Separation- Suspension, Dismissal, Lay-off,
Retrenchment, Retirement, Death, Resignation

3. Transfer and promotion
A PRIME CORPORATE SUCCESS DETERMINANT

5. Promotion
• Promotion is upward movement of
employees
• Promotion means an improvement in pay,
prestige, position and responsibilities of an
employee within an organization.

6. Meaning of Promotion
• Promotion is the reassignmentof a higher
level job toan
delegationof
with
and
required to perform that higher
level joband normally with .

7. When promotions are given…..

8. Purposes or objectives of promotion
• Internal conservation :-The primary objectiveof
promotion is to fill the jobvacanciesavailable within the
organization by the employees.

9. Purposes or objectives of promotion
• Reduces labour turnover :-To promoteemployee’s self-
developmentand make them await their turn of promotions. It
reduces

10. • To boost morale :- Organizations seek to encourage
efficiency and loyalty among the employees through
motivation.
Purposes or objectives of promotion

11. Purposes or objectives of promotion
• To Improve constructive competition

12. • Toreward loyal and committed employees

13. Purposes of promotion
• To motivate employees for higher productivity
• To attract and retain the services of qualified and
competent people
• To build loyalty, morale and a sense of belongingness in
the employee.
• To impress upon others that opportunities are available to
them too in the organization, if they perform well

15. Basis or Criteria of Promotion
• Promotion is oneof the highly tasks of HR Managers
especially when it involves selecting from a pool of candidates.
• This is becauseemployeeswhodo notget promotion may blame
the system if it is .
• Thereforean organization should be careful with its promotion
policyand criteria.

16. BASES OF
PROMOTION
MERIT
BASED
SECURITY
cum
MERIT
SENIORITY
BASED
FAVORITISM

18. Merit Based Promotions
• Merit as a basis for promotion means fulfilling the job positions in
an organization with the most talented persons available within the
organization for those positions.
• Merit is given appropriateconsideration while other factors like
seniority become insignificant.
Talents
performance
skills

20. Merit Based Promotions
Advantages
• It improves both employee and organizational
• Itacts as an and forthecompetent and diligentemployees
of theorganizations.
• Promotions on the basisof merit necessitates continuous
by theemployees throughout theircareer to remain competitive in the
labour market.
• It increases of theemployeesand keeps theorganization dynamic to meet
thechallenges from theexternal environment.

21. Merit Based Promotions
Disadvantages
• Organizations may find itdifficult to the employees and their
unions about the fairnessof the promotion system when merit is the sole
criterion in promotion.
• This method can cause intense and destructive among the
employees, leading toa mutual block of performance.
• It may favor the with fresh and relevant knowledge,
therebyputting theaged employees in adisadvantageous position.
• Itcan cause undue for theemployees if theyare promoted.

22. Seniority based promotions
• The promotionsaregiven on the basis of the of the
employees
• Other factors like the KSA’s are ignored.
• Usually followed in the enterprises.
Seniority

23. Seniority based promotions
Advantages
• This method is suitable for organizationsand avoids
conflicts.
• It may improve the and of theemployees.
• Therearise no bitter feelings in anyemployeeat theend of the
promotion process.
• It is simpleand straight forward.

24. Seniority based promotions
Disadvantages
• Itoffers for theefficiency, creativityand commitment of the
sincereand hardworking employees.
• It kills the of employees.
• There will be tochange.
• It may lead to

25. Seniority-Cum-Merit
• Both the and are taken intoconsideration.
• The primary objective is to include thevirtues of both
meritand seniority.

26. SENIORITY-CUM-MERIT
BASED PROMOTION
Seniority-cum-merit based promotion satisfies the
management for organizational effectiveness and the
employees and trade unions for respecting the length
of service.

27. A balance can be struck between the two basis by some ways
as below:
Minimum length of service and merit – A minimum length
of service is kept as basic eligibility and then merit is made
the sole criteria.
Measurements of seniority and merit through a common
factor
Minimum merit and seniority – Certain merit is kept as
eligibility criteria and then seniority is considered.

28. Merit Based Promotions
An example
Mr. X 20 yearsexperience Relatively less KSA’s
Mr. Y 3 years experience Relatively more KSA’s
Who will you promote if you have
Chosen a merit based promotion policy ?

30. TRANSFER
• Movement of employees from one job to another
in the same level of organizational hierarchy
without any increase in responsibilities,
remuneration and status.
• Transfer is also called as horizontal or lateral
movement of employees.
• According to Dale Yorder,”A transfer
involves shifting of an employee from one job to
another without special reference to change in
responsibility or compensation”

31. PURPOSE OF TRANSFER
(Reasons)
• To meet the organizational requirements
• To satisfy the employees’ needs
• Better utilisation of employees
• Making employees versatile
• To correct inter-personal conflicts
• Avoidance of overstaffing
• Disciplinary action
• To minimise fruad,bribe etc

32. • Shortage of employees in one department
and surplus employees in other department
• To sort out boss employee issues
• Correction of faulty initial placement of an
employee
• Monotony can be avoided by transfer, it
also help in raising productivity
• Health reasons (climate may not be good to
work for longer periods)
• Family related issues

33. Reasons for Transfer
• Overa period of time, the productivityof an employee maydecline because
of the monotony of his or her job. Tobreak this monotony, the employee is
transferred.

34. Reasons for Transfer
• The Climate may be unsatisfactory foran employee’s health. Heor
she may request a transfer to a different place where his/her
health is notaffected by the climate.

36. Reasons for transfer
• Family related issues cause transfers, specially among female
employees. When they get married, the females want to join their
spouses, and this fact necessitates transfers.

37. Objectives or Purposes of Transfer
Organizations may have to
transfer employees due to changes in technology, volume of
production, production schedule, product line, introduction of new
product lines etc.,
Changes in technology
Product
line

38. Objectivesor Purposesof Transfer
• To satisfy theemployee needs :- to reduce the
boredom of theemployees etc., transfer may be
given.

39. Objectives or Purposes of Transfer
• Correction of faulty initial placementof an
employee.

40. Objectives or Purposes of Transfer
Tomake the employees more versatile:- Transfers can be
used to make theemployees familiarwith different skills.

41. Objectives or Purposes of Transfer
• Toadjust theworkforce :- In order to meet the
shortagesof human resources in anydepartment,
employees may be transferred to thatdepartment
from adepartmentwhich is overstaffed.

42. Objectives or Purposes of Transfer
• ToProvide relief :- Transfer may be given to
employees whoare overburdened ordoing hazardous
work fora long period.
Over
burden
Hazardous
jobs

43. Objectivesor Purposesof Transfer
• Toreduceconflicts:- If theemployees do not get
along with their working environment, they
may begiven transfer.

44. Objectivesor Purposesof Transfer
• To punish the employees:- Transfers may be
used to punish employees who indulge in mal
practices etc.,

45. Please Note Down… Objectives of transfer
• To meet theorganizational requirements
• To satisfy theemployee needs
• To utilizeemployees better
• To make theemployees moreversatile
• To adjust theworkforce
• To Provide relief
• To reduce conf licts
• To punish theemployees

46. Types of Transfers

47. TYPES OF TRANSFER
• Production transfer
Transfer caused due to changes in production
• Replacement transfer
Transfer caused due to initiation or replacement of a long standing
employee in the same job.

48. • Versatility Transfer or rotation of
Transfer
Transfer initiated to increase the versatility of
employees
• Shift transfer
Transfer of an employee from one shift to
another shift

49. • Remedial transfer
Transfer initiated to correct the wrong
placements.
• Penal transfer
Transfer initiated as a punishment for in
disciplinary action of employees
•

50. • Right-sizing of workforce refers to employing and maintaining exact numberof employees with the required
skills, knowledgeand abilities to perform theexisting numberof jobs in an organization.

51. Meaning
• Employing and maintaining exact numberof employeeswith
required skills, abilities and knowledge to perform the
existing numberof jobs in an organization.

52. Need for right sizing