Employee Transfer

What is employee transfer in HRM?

Employee transfer is the process that relocates an employee within the same organization within the same salary range, same class, and same responsibilities to a different location or department. The process moves employees horizontally to serve the best for the organization.

Employee transfer in HRM, according to Keith D., is the movement of an employee from one position to another while keeping the rest of the factors constant. The employee's hierarchical level remains unchanged in this case. The unchanged level of hierarchy implies that the employee's rank, skills, and tasks are the same as in the previous position making it different from the job promotion.

Reasons for Employee Transfers.

1.To avoid unethical practices and favoritism.

2.It restricts the use of and control over the seat or section.

3.To avoid gaining influencing power and egocentrism and to avoid exerting undue influence over others for personal gain.

4.To avoid becoming overly dependent on a single employee, which could compromise the hierarchy's purpose and lead to a loss of control over subordinates.

5.Makes an employee responsible for his seat so that his successor does not make a mistake and to familiarize himself with various seating options.

6.To keep an employee's work from becoming boring and repetitive.

7.To make workers and their work more transparent.

8.Maintaining healthy relationships among all staff members in order to maintain a harmonious environment and avoid unnecessary conflicts.

 Types of Employee Transfer.                                                   

1.Replacement Transfer.

This type of transfer also helps to avoid senior employees being laid off by replacing them with a junior employee. When there is a gradual decline in operations due to change in technology or market, some operations in the company may get shut down. When this happens the company might still try to keep long-serving employees using this transfer method.

2.Production Transfer.

Labor requirements are sometimes reduced in a few production jobs. due to various reasons. In order to avoid the lay-off of the efficient employees due to reduction in the manpower requirement, organization often transfers the employees to alternative positions. i.e. when there is a excess of the workforce in a certain factory, excess workers are laid off, replacing experienced employees on inexperience ones and or transferring them to another factory or plant, where there is a shortage of labor.

3.Shift Transfer.

There are some factories, specially those with production lines, where employees have to work in shifts. In most cases the employees who are assigned to these shifts which are not rotating (Night/Evening/Day) often complain about the lack of social life. In order to maintain work-life balance, the company transfers the employee to a different shift, allowing them to participate in their personal and social lives.

4.Rotation Transfer.

Rotation transfer is done to gain more experience on the job. It is also called as versatility transfer.

To make the employees competent and versatile, these transfers are initiated. It is also called as job rotation which can be commonly seen in banks where employees working at clerical levels has to work at different profiles.

5.Penal Transfer.

Sometimes the transfer is used as a concealed penalty. A trouble making employee may be transferred to a remote branch where he might not be able to continue his activities. Some of these transfers may even include a decrease in job title and pay as well.

6.Remedial Transfer.

Sometimes an initial placement of an employee on a specific job might be faulty. A remedial transfer is performed to correct the error. It is common for employees to be unable to continue working due to various issues like health. As a result, they are replaced with another qualified employees who are offered a remedial transfer to the position.

Benefits of the Employee Transfer.

1.Transfer is frequently referred to as a growth-oriented opportunity for employees, so it offers a new sense of motivation and satisfaction building more satisfied workforce.

2.It helps organizations in ensuring overall employee skill development through lateral employee movement within the institution.

3.It increase the effectiveness of the organization while correcting incompatibilities in workforce.

4.Also helps to increase versatility and competence of key roles in an organization.

5.It helps when dealing with change in work demands.

6.It enhances the employee's working experience by allowing them to work with a variety of people in a variety of settings breaking the monotony of the work.

7.It helps to summon employee shortages in departments.

                             

References.

# https://www.whatishumanresource.com

# https://www.hrhelpboard.com

# https://www.iedunote.com

# https://businessjargons.com

# https://google.com