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Transfer Report

Transfer refers to the lateral movement of an employee within the same organization to a new job without significant changes to status or pay. Transfers can be permanent or temporary, within or across departments, and are used to meet organizational needs, satisfy employee needs, adjust workforce levels, reduce monotony, make effective use of employees, punish employees, or provide relief. There are different types of transfers including production transfers to avoid layoffs, replacement transfers when positions open up, versatility transfers to increase skills, and remedial transfers to remedy faulty placements. While transfers can improve skills, satisfaction, and relations, they can also be inconvenient and negatively impact productivity if employees do not adjust to new roles.

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Regine Nanit
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256 views3 pages

Transfer Report

Transfer refers to the lateral movement of an employee within the same organization to a new job without significant changes to status or pay. Transfers can be permanent or temporary, within or across departments, and are used to meet organizational needs, satisfy employee needs, adjust workforce levels, reduce monotony, make effective use of employees, punish employees, or provide relief. There are different types of transfers including production transfers to avoid layoffs, replacement transfers when positions open up, versatility transfers to increase skills, and remedial transfers to remedy faulty placements. While transfers can improve skills, satisfaction, and relations, they can also be inconvenient and negatively impact productivity if employees do not adjust to new roles.

Uploaded by

Regine Nanit
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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TRANSFER

Transfer means a change in job assignment. It refers to a horizontal or lateral movement of an employee
from one job to another in the same organization without much change in his status or pay package.
Transfer causes a shift of individual from one job to another without there being any marked change in
his responsibilities, skills and other benefits.
Transfer may be permanent or temporary and it may be within the same department or across the
department. Transfer takes place due to change in work load or death, retirement or resignation of
employees.
OBJECTIVES OF EMPLOYEE TRANSFER:

1. To meet or fulfill organizational needs – To fulfill organizational needs arising out of change in
technology, volume of production, production schedule, quality of product etc., an employee may have to
be transferred.
2. To satisfy employee needs – Sometimes employees themselves demand transfer due to their personal
problems like ill health, family problem native attractiveness or non-co-operation from boss or fellow
workers. To satisfy their needs employees may have to be transferred.
3. To adjust the workforce – Employees for excess or surplus in one department may have to be
transferred to other department or section where there is shortage of workforce.
4. To reduce monotony and to make the employees versatile – If the employees have stayed on a job
continuously for a longer duration, to reduce their monotony and to widen their knowledge and skill,
employees are transferred.
5. For effective use of employees – If the management feels that the service of the able employee is to be
used in different branches of the same organisation, then such employees will have to be transferred.
6. To punish Employees – If employees are found indulged in undesirable activities like fraud, bribery,
duping etc., such employees are transferred to remote places as a disciplinary action.
7. To give the relief to the employees – Employees who are overburdened and doing complicated or
risky work for long period are relieved from such work by transferring such employees to a place of their
choice.
8. To improve employees background by placing them in different jobs of various departments and units.

TYPES OF TRANSFER

1. Production Transfer
Transfers from jobs in which labour requirements are declining to jobs in which they are increasing
(through resignation or otherwise) are called production transfer. This type of transfer is made to avoid
lay-off of efficient employees by providing them with alternative positions in the same organisation.
2. Replacement transfer
These are transfers in which a long- service employee is transferred to a similar job where he replaces or
“bumps” an employee with shorter service. This type of transfer is made when all operations are declining
but management wants to retain the long-service employee as long as possible.
3. Versatility transfer
The versatility transfer (better called ‘rotation’) is for the purpose of providing management with a more
versatile group of employees. This type of transfer will increase the versatility of the employee by shifting
him from one job to another. The employee gets an opportunity for varied job experience. This helps the
employee through job enlargement.
4. Remedial transfer
These transfers are made to remedy the situation. Remedial transfers provide management with a
procedure whereby an unsatisfactory placement can be corrected. Initial placement might be faulty or the
type of job might not suit his health. In such cases the worker would benefit by transfer to a different kind
of work

BENEFITS OF TRANSFERS

 Improve employee skills


 Remedy faulty placement decisions

 Prepare the employee for challenging future

 Improve employee satisfaction

 Improve employee-employer relations.

PROBLEMS WITHS TRANSFERS


Inconvenient to employees.

 Employees may or may not fit in the new location

 Shifting of experienced hands may affect productivity

 Discriminatory transfer may affect employee satisfaction

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