This document discusses different types of job transfers. It defines a job transfer as a lateral movement within the same pay and status. There are two main types of transfers: company-initiated and employee-initiated. Company-initiated transfers include production transfers, replacement transfers, versatility transfers, shift transfers, remedial transfers, and penal transfers. Employee-initiated transfers are also called personnel transfers and can occur for reasons like changing bosses or locations. The document also lists reasons why employees may resist company-initiated transfers, such as suspicion of victimization or an unwillingness to leave social groups.
Lay-off and Retrenchment –difference between lay-off and
Retrenchment their application, necessary preconditions for their
application, lay-off and retrenchment compensation, special
provisions relating to lay-off, retrenchment, and closure in certain establishments, penalty, and punishment for illegal lay-off or retrenchment, the consequences of illegal lay-off or retrenchment.
Unit II Tax Planning and Company PromotionDayanand Huded
The chapter comprises of Meaning of Tax Planning, Tax Avoidance, Tax Evasion and Tax Management; Features and Scope for Tax Planning; Business Location and Tax Planning; Nature of Business and Tax Planning: FTZ, Units in SEZ, 100% EOU and Infrastructure Development.
Tax planning is a focal part of financial planning. It ensures savings on taxes while simultaneously conforming to the legal obligations and requirements of the Income Tax Act, 1961. The primary concept of tax planning is to save money and mitigate one's tax burden.
Tax Planning is the arrangement of financial activities in such a way that maximum tax benefits are enjoyed by making use of all beneficial provisions in the tax laws. It entitles the assessee to avail certain exemptions, deductions, rebates and reliefs, so as to minimise its tax liability.
(i) Reduction of tax liability: One of the supreme objectives of tax planning is the reduction of the tax liability of the payer and the resultant saving of the earnings for a better enjoyment of the fruits of hard labour.
(ii) Minimization of litigation and the tax payer may be saved from the hardships and inconveniences caused by unnecessary litigations.
(iii) Productive investment: Tax planning is a measure of awareness of the taxpayer to the intricacies of the taxation laws and it is the economic consciousness of the income earner to find out the ways and means of productive investment of the earnings which would go a long way to minimize its tax burden.
(iv) Healthy growth of economy: The saving of earnings is the only basement upon which the economic structure of human life is founded.
(v) Economic stability: Productive investment increase contours of the national economy embracing in itself the economic prosperity of not only the tax payers but also of those who earn the income not chargeable to tax. The planning thus creates economic stability of the nation and its people by even distribution of economic resources.
(i) Residential status and citizenship of the assessee: We know that a non-resident in India is not liable to pay income-tax on incomes which accrue or arise and are also received outside India, whereas a resident in India is liable to pay income-tax on such incomes.
(ii) Heads of income/assets to be included in computing net wealth: Before the Tax-planner goes in for his task; he has to have a full picture of the sources of Income of the tax payer and the members of his family
INCOME TAX- Aggregation of Income/ Clubbing of the income under INCOME TAX ACT,1961
Income of other persons to be included in the income of individual( Section 60-65)
Income received from Firm assessed as Firm And Association of Persons (Section 66-67)
Deemed Income (Section 68-69)
Transfer of Income without Transfer of Assets[Sec. 60]
Revocable Transfer of Assets [Sec. 61]
Lay-off and Retrenchment –difference between lay-off and
Retrenchment their application, necessary preconditions for their
application, lay-off and retrenchment compensation, special
provisions relating to lay-off, retrenchment, and closure in certain establishments, penalty, and punishment for illegal lay-off or retrenchment, the consequences of illegal lay-off or retrenchment.
Unit II Tax Planning and Company PromotionDayanand Huded
The chapter comprises of Meaning of Tax Planning, Tax Avoidance, Tax Evasion and Tax Management; Features and Scope for Tax Planning; Business Location and Tax Planning; Nature of Business and Tax Planning: FTZ, Units in SEZ, 100% EOU and Infrastructure Development.
Tax planning is a focal part of financial planning. It ensures savings on taxes while simultaneously conforming to the legal obligations and requirements of the Income Tax Act, 1961. The primary concept of tax planning is to save money and mitigate one's tax burden.
Tax Planning is the arrangement of financial activities in such a way that maximum tax benefits are enjoyed by making use of all beneficial provisions in the tax laws. It entitles the assessee to avail certain exemptions, deductions, rebates and reliefs, so as to minimise its tax liability.
(i) Reduction of tax liability: One of the supreme objectives of tax planning is the reduction of the tax liability of the payer and the resultant saving of the earnings for a better enjoyment of the fruits of hard labour.
(ii) Minimization of litigation and the tax payer may be saved from the hardships and inconveniences caused by unnecessary litigations.
(iii) Productive investment: Tax planning is a measure of awareness of the taxpayer to the intricacies of the taxation laws and it is the economic consciousness of the income earner to find out the ways and means of productive investment of the earnings which would go a long way to minimize its tax burden.
(iv) Healthy growth of economy: The saving of earnings is the only basement upon which the economic structure of human life is founded.
(v) Economic stability: Productive investment increase contours of the national economy embracing in itself the economic prosperity of not only the tax payers but also of those who earn the income not chargeable to tax. The planning thus creates economic stability of the nation and its people by even distribution of economic resources.
(i) Residential status and citizenship of the assessee: We know that a non-resident in India is not liable to pay income-tax on incomes which accrue or arise and are also received outside India, whereas a resident in India is liable to pay income-tax on such incomes.
(ii) Heads of income/assets to be included in computing net wealth: Before the Tax-planner goes in for his task; he has to have a full picture of the sources of Income of the tax payer and the members of his family
INCOME TAX- Aggregation of Income/ Clubbing of the income under INCOME TAX ACT,1961
Income of other persons to be included in the income of individual( Section 60-65)
Income received from Firm assessed as Firm And Association of Persons (Section 66-67)
Deemed Income (Section 68-69)
Transfer of Income without Transfer of Assets[Sec. 60]
Revocable Transfer of Assets [Sec. 61]
Application of the Act
When gratuity is payable
Amount of gratuity payable
Power of exempted
Obligations and rights of the employer
Penalties
Sec.2(e) "employee" means any person employed to do any skilled, semi-skilled, or unskilled, manual, supervisory, technical or clerical work
it does not include an apprentice
Sec.2 (s) "wages" includes dearness allowance but does not include any bonus, commission, house rent allowance, overtime wages and any other allowance.
Strike and Lockout - Legal and illegal strikes and lockouts,
Justified and unjustified strikes and lockouts, Strike and lockout in public utility services and other industries, Distinction between
lockout and closure, strike and lockout.
Discharge of negotiable instrument - Legal Environment of Business - Business...manumelwin
An instrument is said to be discharged when all rights of action under it are completely extinguished and when it ceases to be negotiated. This would happen when the party who is ultimately liable on the instrument is discharged from liability
Application of the Act
When gratuity is payable
Amount of gratuity payable
Power of exempted
Obligations and rights of the employer
Penalties
Sec.2(e) "employee" means any person employed to do any skilled, semi-skilled, or unskilled, manual, supervisory, technical or clerical work
it does not include an apprentice
Sec.2 (s) "wages" includes dearness allowance but does not include any bonus, commission, house rent allowance, overtime wages and any other allowance.
Strike and Lockout - Legal and illegal strikes and lockouts,
Justified and unjustified strikes and lockouts, Strike and lockout in public utility services and other industries, Distinction between
lockout and closure, strike and lockout.
Discharge of negotiable instrument - Legal Environment of Business - Business...manumelwin
An instrument is said to be discharged when all rights of action under it are completely extinguished and when it ceases to be negotiated. This would happen when the party who is ultimately liable on the instrument is discharged from liability
Saturn Electronics Corporation is a Top 10 U.S. domestic bare printed circuit board manufacturer providing low-to-high volume production as well as complex prototypes and advanced technologies such as blind and buried vias, heavy copper, PTFE hybrids for RFMW and metal core for LED thermal management.
A transfer refers to lateral movement of employees within the same grade, from one job to another. According to Flippo “a transfer is a change in the job (accompanied by a change in the place of the job) of an employee without a change in responsibilities or remuneration”.
A transfer refers to lateral movement of employees within the same grade, from one job to another. According to Flippo “a transfer is a change in the job (accompanied by a change in the place of the job) of an employee without a change in responsibilities or remuneration”.
For more information visit https://www.hrhelpboard.com/hr-policies/transfer-policy.htm
it's the presentation on rightsizing in the organisation that's one of the crucial parts of HUMAN RESOURCE MANAGEMENT. it will be helpful for anybody who studies management or who's the professional and the HRs. i'm very glad to publish this ppt to the world and please give some like, shares and comments otherwise main hoon tum logoka akal thikane me lagane k aliye
A human flow in an organization is marked by various stages of acceleration, transfers and finally exit. The presentation details these crucial processes.
THE PRESENTATION FOCUSES ON THE IMPORTANCE, PROS, CONS AND IMPACT OF THE EMPLOYEES RETENTION AND SEPARATION. ALSO HIGHLIGHT SME STRATEGIES FOR APPROVING THE RIGHT WAY TO DO IT.
4. COMPANY INITIATED TRANSFERS
PRODUCTION TRANSFER
Transfers from one department of an organisation in which labour requirements
are declining to another department or departments of the same organisation in
which they are increasing.
Objective: Avoid layoff of efficient and trained employees by providing them with
alternative positions in the same organisation.
5. REPLACEMENT TRANSFER
Transfers of long-service employees to similar jobs in other departments where
they replace employees with shorter service.
Objective : Retain the efficient and trained employees as long as possible but in
this process some short-service employees may be thrown out of employment.
6. VERSATILITY TRANSFER
Transfer of workers from one job to another to make them versatile. Also referred to as
JOB ROTATION.
Objective:
Offers greater job satisfaction to the workers through job enrichment and enlargement.
Helps management in creating work force of all-rounders who can be conveniently
shifted to other jobs in times of necessity.
8. REMEDIAL TRANSFER
Transfers made to remedy some situation primarily concerned with employee on the job.
Situations could be
- Employee’s initial placement may have been faulty
- Employee may not get along with his superior or his team members
- Employee maybe getting too old to continue in his present job
- Working conditions may not be well adapted to his present health or accident record
PENAL TRANSFERS
Transfers made to punish employees for some indiscipline.
9. EMPLOYEE-INITIATED TRANSFERS
Also known as PERSONNEL TRANSFERS.
Employees may initiate transfers for the following reasons
Change in boss / location
They may want to obtain more allowances or better working conditions attached to the new
position
They may want to join their friends and relatives
They may try to avoid interpersonal conflicts with their present colleagues
10. Why do employees resist company-initiated transfers?
They suspect their victimization by management
They are unwilling to move to an unknown place
They dislike leaving their social group of friends and relatives
They develop a personal bonding with their workplace, desks, machines, tools, lockers
etc.
They develop CRAFT CONSCIOUSNESS – the feeling that no one should work
outside his narrowly defined duties.
They fear that the transfer may destroy their public image or increase their workload or
reduce their promotion prospects.
11. TO SUMMARIZE:
Definition of Job transfer
Types of transfers : Company initiated and Employee initiated
Company initiated is further divided into 6 types
Employee initiated transfer
Reasons for Employee initiated transfers
Reasons why employees resist company-initiated transfers