The document discusses promotion and transfer policies in organizations. It lists individuals being considered for promotion and outlines the advantages of promotions, including encouraging employee commitment and allowing them to enhance their skills. Promotions can be based on merit or seniority. Merit-based promotions motivate hard work while seniority-based promotions provide job security. An effective promotion policy establishes fair criteria and oversight. Transfers can benefit skills development and workload adjustments but must be implemented carefully to avoid issues like loss of productivity or low employee morale.

1. Manoj shaw
Rahul Pujari
Bikash sahoo
Anamika Patel
Ipsita Tripathy

2. Promotion

3. Advantages of
promotions
 Promotion ,paves the way for employee self
employment .
 It enhances employee to use his knowledge and skills.
 It inspires employees to compete and get ahead of
others.
 It encourages them to remain royal and commited to
their jobs and the organisation .

4. Bases of Promotion
 Merit – based Promotions
 Seniority –based Promotions

5. Merit-based Promotions

Advantages –
•
•
It motivates employees to work hard, improve their
knowledge, acquire new skills and contibute to organisational
efficiency.
It helps the employer to focous attention on talented
people, recognise and reward their meritorious contributions
in an appropriate way .

6. Limitations  Personal prejudices ,biases and union pressures may
come in the way of promoting the best performer.
 When young employee s get ahead of the senior
employees in an organisation , they may fell insecure
and may even quit the organisation.

7. Security-based
Promotions
Advantages –
•
It is easy to measure the length of service and judge
the seniority .
• There is no scope for favoritism, discrimination and
subjective judgement .

8. Limitations  It demotivates the young and more competent
employees and results in greater employee turnover.
 It kills the zeal and interest to develop , as everybody
will be promoted without showing any all-round
growth or promise.

9. Promotion Policy
 Establish a fair and equitable basis for promotion
(merit or seniority or both )
 Appropriate authority should be entrusted with the
responsibilty of taking a final decision on promotion.
 Detailed records of services , performances , etc.
, should be maintained for all employees , inspective
of their background .

10. Transfer

11. Purposes of Transfer
 To meet the organisational requirements
 To satisfy the employee needs
 To utilise employees better
 To adjust the work force
 To provide relief
 To reduce conflicts

12. Types of Transfer
 Production Transfer
 Replacement Transfer
 Rotation Transfer
 Shift Transfer
 Remedial Transfer
 Penal Transfer

13. Benefits of Transfer
 Improve employees skills
 Reduce monotony boredom
 Remedy faulty placement decisions
 Prepared the employees for challenging assignments
 Improve employees satisfaction and morale
 Improve employer –employee relations

14. Problems of Transfer
 Inconvenient to employees who otherwise don’t
want to move .
 Employees may or maynot fit in the new location.
 Shifting of experienced hands may affect productivity.
 Discriminatory transfers may affect employee moral.

15. Transfer Policy
 Name of the superior who is authorised and
responsible to initiate a transfer .
 The unit of the organisation within which transfers
will be administered.
 Reasons which will be considered for personal
transfers , their order of priority etc.
 Reasons for mutual transfer of employees .

16. Conclusion