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Promotion, Transfer & Separation

This document discusses various types of workforce adjustments that organizations may implement, including: - Lateral/horizontal movements to change positions without changes in pay or status. - Promotions to move employees up the ranks with increased responsibilities and authority. - Separations such as resignations, dismissals, suspensions, retrenchments, layoffs, and redundancies which end employees' service with an organization. Workforce adjustments can provide flexibility, motivate employees, and align the workforce with the needs of the organization. They may be implemented formally or informally.

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sakshi roy
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144 views14 pages

Promotion, Transfer & Separation

This document discusses various types of workforce adjustments that organizations may implement, including: - Lateral/horizontal movements to change positions without changes in pay or status. - Promotions to move employees up the ranks with increased responsibilities and authority. - Separations such as resignations, dismissals, suspensions, retrenchments, layoffs, and redundancies which end employees' service with an organization. Workforce adjustments can provide flexibility, motivate employees, and align the workforce with the needs of the organization. They may be implemented formally or informally.

Uploaded by

sakshi roy
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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 Adjustment in the size of workforce of an enterprise .

 Adjustment may be needed to meet special situations :

 changes in organizational structure,

 relocation of individuals,

 fluctuation in volume of production

 employment

 Provide workforce flexibility & mobility to suit the


requirements of the organization.
 Can be accomplished informally or formally.
Commands
better pay, better
It is a status , higher
vertical opportunities/
Defined as an move in challenges,
upward rank & responsibility &
advancement of responsi authority, better
an employee in bility. working
an organization environment &
to another job . so on.
Purpose :
 To furnish an effective incentive for initiative,
enterprise & ambition.
 To conserve proved skill, training & ability.
 To reduce discontent & unrest.
 To attract suitable & competent workers.
 To suggest logical training for advancement.
Lateral/ horizontal movement of
an employee from one position to
another without any change in
pay, skills, status etc.

May be either company-initiated


or employee initiated.
 Purpose :
 To satisfy needs of an organization
 To meet an employee’s own request.
 To utilize properly the services of an employee.
 To increase the versatility of the employee.
 To adjust the workforce of one plant with another
plant.
 To replace an employee with another employee
 To penalize the employee.
 means cessation of service with the
organization for one or other reason.
 Employee may be separated from the payroll
of a company as a result of:
 Resignation
 Discharge & Dismissal
 Suspension
 Retrenchment
 Lay-off
Compulsory or voluntary action
done by the employer or
employee.

Reason : to avoid termination of


his/her service, on the ground of
health, physical disability, better
opportunities etc.
Permanent separation of an employee
from the pay roll.

Reason : violation of company rules,


inadequate performance, dishonesty etc.

Carries certain penalties.


Termination of the service of an
employee by way of punishment for
some misconduct, unauthorized &
prolonged absence from duty etc.

Termination without notice or


payment
Part of a disciplinary procedure.

Employee suspended on full pay if allegations


of misconduct have been made against
him/her and are being investigated.

Suspension on full pay is not a punishment,


but part of the investigation process in a
disciplinary procedure for many employers.
Known as ‘reduction of workforce’

Defined as an activity to legally terminate any


employment contract with the employee by
offering a compensation package

Redundancy is one of the reasons for


retrenchment.
 Refers as indefinite separation of the employee from
the payroll due to factors beyond the control of the
employer.
 Purpose: to reduce the financial burden on an
organization.
 Layoffs are not caused by any fault of the employees
but by reasons such as lack of work, cash, or material.
Permanent layoff is called redundancy.
 A layoff is when an employer suspends or terminates
a worker, either temporarily or permanently, for
business reasons
 Layoff refers to the provisional termination of
the employee, at the instance of the employer.
 As soon as the layoff period is over, the
employees are re-appointed to their previous
posts.
 Retrenchment, in which the employees are
not taken back by the company, once they are
terminated.

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