Internal Mobility

Internal Mobility
It is the lateral or vertical movement of an

employee within an organization. It may involve promotion, transfer, demotion or separation It may take place between jobs in various departments or divisions.

Purposes of Internal Mobility

Improve organizational effectiveness: To eliminate

structural defects, remove unwanted positions and redesign other jobs. Internal mobility increases every such change within an organization. Improve employee effectiveness: Internal mobility bridges gaps between what the person has and what the organization demands in knowledge, skills and abilities Adjust to changing business operations: Internal mobility helps short term adjustments as well as long term adjustments during boom or recession period. Ensure discipline: Internal mobility like demotion can be used to ensure discipline and correct wrong

Transfer
A transfer is a change in job assignment. It may

involve a promotion or demotion or no change at all n status and responsibility. Purpose of transfer: To meet the organization requirements:Changes in technology,changes in volume of production, production schedule, product line, quality of products, change in organizational structure, fluctuations in the market conditions etc demand shift in job assignments. To satisfy the employee needs: Employees may need transfers in order to satisfy their desire to work under a friendly superior, in a deptt/region where opportunities for advancement are bright,

Transfer
To utilize employees better: An employee may be

transferred because management feels that his skills, experience and job knowledge could be put to better use elsewhere. To make the employee more versatile: Employees may be rolled over different jobs to expand their capabilities. To adjust the workforce: Workforce may be transferred from a plant where there is less work to a plant where there is more work. To provide relief: Transfers may be made to give relief to employees who are over burdened or doing hazardous work for long periods. To reduce conflicts: Where employees find it difficult to get along with colleagues in a particular section, deptt or location, they could be shifted to another place to

Types of transfer
Production transfers: due to changes in

production. Replacement transfers: due to replacement of an employee working the same job for a long time. Rotation transfers: initiated to increase the versatility of employees Shift transfers: transfer from one shift to another. Remedial transfers: initiated to correct the wrong placements. Penal transfers: Initiated as a punishment for indisciplinary action of employees

Transfer Policy
A systematic transfer policy should contain: Specification of circumstances under which an

employee will be transferred in the case of any company initiating transfer. Name of the person who is authorized and responsible to initiate a transfer. Jobs from and to which transfers will be made, based on the job specification, description and classification etc. The region or unit of the organization within which transfers will be administered. Reasons which will be considered for personal transfers, their order of priority etc.

Transfer Policy
Reasons for mutual transfer of employees.

Norms to decide priority when two or more

employees request for transfers like priority of reason, seniority Specification of basis for transfer like job analysis, merit, length of service. Specification of pay, allowance, benefits etc that are to be allowed to the employee in the new job. Other facilities to be extended to the transferee like special level during the period of transfer, special allowance etc.

Promotion
Promotion refers to upward movement of an

employee from current job to another that is higher in pay, responsibility and/or organization level. Promotion brings enhanced status, better pay, increased responsibilities and better working conditions to the promotee. Promotion based either on meritorious or continuous service has powerful motivational value. It forces an employee to use his knowledge, skills and abilities fully and become eligible for vertical growth.

Merit based promotions

Merit based promotions occur when an employee

is promoted because of superior performance in the current job. It motivates employees to work hard, improve their knowledge, acquire new skills and contribute to organizational efficiency. It helps employer to focus attention on talented people. It also inspires other employees to improve their standards of performance.

Seniority based promotion

Seniority refers to the relative length of service in

the same organization. It faces certain limitations such as The assumption that the employees learn more with length of service is not valid. It demotivates the young and more competent employees and results in employee turnover. It kills the zeal and interest to develop. Judging the seniority is highly difficult in practice.

Promotion Policy
A firm should constitute a promotion policy which

includes Establish a fair and equitable basis for promotion to provide equal opportunities for promotion in all categories of jobs, deptts and regions of an org. It should ensure an open policy to enable every eligible employee for promotion. The norms for judging merit, length of service, potentiality etc must be established beforehand. The mode of acquiring new skills, knowledge etc should be specified to all employees. Appropriate authority should be entrusted with the responsibility of taking a final decision on

Promotion Policy
Detailed records of service, performance etc

should be maintained for all employees. It should contain alternatives to promotion when deserving candidates are not promoted due to lack of vacancies at higher level. A provision for appeal against arbitary actions of management and review.

Employee separation
Resignation

Retirement
Layoff Retrenchment Outplacements. Suspension Discharge and dismissal