Professional Documents
Culture Documents
A transfer refers to horizontal movement of employee from one job position to another in the
same org without any significant change in status and pay. it has been defined as “a lateral
shift causing movement of individual from one job position to another without involving any
marked change in duties , responsibilities , skills needed or compensation”.
The change of an employee from one position to another in the same classification or in
another classification with the same salary-range maximum is termed a transfer.
Transfers within the same department or division with no change in job classification can be
approved by the division director or department head. All other transfers must be approved by
the Human Resources Department. .
Transfer may be within the department or across department .transfer may be temporary or
permanent. Temp transfers are due to ill health, absenteeism etc. of an employee where as
permanent transfers are made due to change in work load or death, retirement of employee.
Transfer may be initiated either by co. or by employee.
A co initiates transfer to place employee in position where they are likely to be more effective
than present. employee may initiate transfer to location where they get greater satisfaction.
PROMOTION
The permanent movement of a staff member from a position in one job class to a position in
another job class of increased responsibility or complexity of duties and in a higher salary
range.
The change of an employee from one position to another in a classification having a higher
salary-range is termed a promotion.
DEMOTION
The change of an employee from one position to another position that is in a classification
having a lower salary-range maximum is termed a demotion.
SUCCESSION PLANNING
Succession planning is the preparation, execution and ongoing management of a company’s
critical future people needs.
Succession planning is best described as a process where one or more "successors" are
identified for key jobs, and career moves and/or employee development activities are planned
for these successors. Successors may be fairly ready to do the job (short-term successors) or
seen as having longer-term potential (long-term successors).
Succession planning is the process of ensuring that qualified persons are available to assume
key managerial position whenever these fall vacant due to some unexpected reasons. The aim
is to ensure a smooth transition and operating efficiency. A succession of persons to fill key
position over time is essential for the survival and success of an organization. The purpose of
succession planning is to identify and develop people to replace in key position in cases of
retirement, promotion, growth, resignations.