The document discusses the importance of promotion and transfer in corporate success, detailing the meanings, objectives, and criteria for both merit and seniority-based promotions. It highlights the advantages and disadvantages of each promotion method, as well as the reasons and purposes for employee transfers. Additionally, it covers the concept of right-sizing in workforce management, aiming for an optimal number of employees with the necessary skills.

1. Transfer and promotion
A PRIME CORPORATE SUCCESS DETERMINANT

2. The Glindex (Index and Glossary)
Topic Person in charge
1.Meaning of Promotion
2. Objectives of Promotion
3. Criteria For Promotion (Only Meaning)
4. Merit Based Promotion (Only
Meaning)
Nandan M -1510570
5. Advantages and disadvantages of Merit
Based Promotion.
Trishnika - 1510575
6. Seniority Based Promotion (Only
Meaning)
Harshith B.S - 1510569
7. Advantages and disadvantages of
seniority based promotion.
Shwetha - 1510573
8. Meaning and objectives of transfer Saurabh S.S - 1510513
9. Reasons for transfer Harshith B.S - 1510569
10. Types of Transfer
11. Meaning of right sizing
12. Need for Right sizing
Simren – 1510567
Harshith B.S – 1510569
Bharthi - 1510572

4. Meaning of Promotion
• Promotion is the reassignment of a higher
level job to an with
delegation of and
required to perform that higher
level job and normally with .

5. When promotions are given…..

6. P
o
s
i
t
i
v
e
N
e
g
a
t
i
v
e

7. Purposes or objectives of promotion
• Internal conservation :-The primary objective of
promotion is to fill the job vacancies available within the
organization by the employees.

8. Utilizing employees’ skill at appropriate level

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

10. Purposes or objectives of promotion
• To promote interest :-To promote interest in
and in team
development areas.

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

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

16. • To reward loyal and committed employees

17. • To impress upon others that opportunities are available
to them too in the organization, if they perform well.

18. Please note down…… Objectives of Promotion
• Internal conservation
• Utilizing employees’ skill at appropriate level
• Reduces labour turnover
• To promote interest
• To boost morale
• To Improve constructive competition
• To reward loyal and committed employees
• To impress upon others that opportunities are available
to them too in the organization, if they perform well.

20. Basis or Criteria of Promotion
• Promotion is one of the highly tasks of HR Managers
especially when it involves selecting from a pool of candidates.
• This is because employees who do not get promotion may blame
the system if it is .
• Therefore an organization should be careful with its promotion
policy and criteria.

22. 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 appropriate consideration while other factors like
seniority become insignificant.
Talents
performance
skills

24. Merit Based Promotions
Advantages
• It improves both employee and organizational
• It acts as an and for the competent and diligent employees
of the organizations.
• Promotions on the basis of merit necessitates continuous
by the employees throughout their career to remain competitive in the
lab our market.
• It increases of the employees and keeps the organization dynamic to meet
the challenges from the external environment.

25. Merit Based Promotions
Disadvantages
• Organizations may find it difficult to the employees and their
unions about the fairness of the promotion system when merit is the sole
criterion in promotion.
• This method can cause intense and destructive among the
employees, leading to a mutual block of performance.
• It may favor the with fresh and relevant knowledge,
thereby putting the aged employees in a disadvantageous position.
• It can cause undue for the employees if they are promoted.

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

27. Seniority based promotions
Advantages
• This method is suitable for organizations and avoids
conflicts.
• It may improve the and of the employees.
• There arise no bitter feelings in any employee at the end of the
promotion process.
• It is simple and straight forward.

28. Seniority based promotions
Disadvantages
• It offers for the efficiency, creativity and commitment of the
sincere and hardworking employees.
• It kills the of employees.
• There will be to change.
• It may lead to

29. Seniority-Cum-Merit
• Both the and are taken into consideration.
• The primary objective is to include the virtues of both
merit and seniority.

30. Merit Based Promotions
An example
Mr. X 20 years experience 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 ?

32. Transfer
• A horizontal shifting of employees from one job to another without any job
related increase in the pay, benefits and status of the employees is called a
transfer.

33. Reasons for Transfer
• Over a period of time, the productivity of an employee may decline because
of the monotony of his or her job. To break this monotony, the employee is
transferred.

34. Reasons for Transfer
• The Climate may be unsatisfactory for an employee’s health. He or
she may request a transfer to a different place where his/her
health is not affected 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
Productline

38. Objectives or Purposes of Transfer
• To satisfy the employee needs :- to reduce the
boredom of the employees etc., transfer may be
given.

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

40. Objectives or Purposes of Transfer
To make the employees more versatile:- Transfers can be
used to make the employees familiar with different skills.

41. Objectives or Purposes of Transfer
• To adjust the workforce :- In order to meet the
shortages of human resources in any department,
employees may be transferred to that department
from a department which is overstaffed.

42. Objectives or Purposes of Transfer
• To Provide relief :- Transfer may be given to
employees who are overburdened or doing hazardous
work for a long period.
Overburden
Hazardousjobs

43. Objectives or Purposes of Transfer
• To reduce conflicts:- If the employees do not get
along with their working environment, they
may be given transfer.

44. Objectives or Purposes of 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 the organizational requirements
• To satisfy the employee needs
• To utilize employees better
• To make the employees more versatile
• To adjust the workforce
• To Provide relief
• To reduce conflicts
• To punish the employees

46. Types of Transfers

47. • Right-sizing of workforce refers to employing and maintaining exact number of employees with the required
skills, knowledge and abilities to perform the existing number of jobs in an organization.

48. Meaning
• Employing and maintaining exact number of employees with
required skills, abilities and knowledge to perform the
existing number of jobs in an organization.

49. Need for right sizing

54. References
• Human Resource management – P Subbarao
• Human Resource management – VSP Rao
• Human Resource management – Gary Dessler
• Human Resource management 7e – K Aswathappa
• Slide Share Articles
• Online research articles