What is Employee Transfer?
Employee Transfer is the process of horizontal movement of an employee, wherein there is a change in the job, without any changes or revision in the remuneration, pay, and modification of responsibilities. It is a form of internal mobility, in which the employee is shifted from one job to another usually at a different location, department, or unit.
Transfer can either betemporary or permanent depending on the decision of the organization, and it is initiated by any of the two, i.e. employer or employee. Sometimes, it also includes promotion, demotion or even no change in the status and responsibility.
What are the reasons for Employee Transfer?
Every organization has a defied criteria for the transfer of employees, and it also varies from individual to individual. The primary reasons for employee transfer are mentioned here:
- Some positions requiredistinctive skills, competency, and expertisefrom the transferred employees.
- The transfer is also affected when there is ashortage of employees in one departmentof the organization due to high demand, and there are surplus employees in another department. So, the workers are shifted from one department to another.
- It is also initiated when there are someclashes between the superior and subordinate or between two workers.
- Tobreak the monotony of the work, employees are transferred, as the employee productivity of an employee decreases by doing the same job again and again.
- An employee may request the human resource department, to transfer him to another location, due tohealth issuesbecause the climate is not suitable for his/her health.
- Female employees commonly request a transfer when they getmarried, and they have to live with their spouses.
The transfer may be requested by the employee himself or by his immediate boss (superior) or by the manager of another department
What are the types of Employee Transfers?
Here are some of the types of Employee transfers;
1. Production Transfer
Production transfer is usually practised to prevent lay-off that is to say when there is a surplus of the workforce in the factory, excess workers are laid off. But, if they are transferred to another factory or plant, where there is a shortage of labour, the massive layoff can be.
2. Replacement Transfer
This form of transfer also helps in preventing lay-off of senior employees by replacing a junior employee. The organization opts for this transfer when there is a continuous decrease in the operations, and the organization wants to retain an employee who has been serving the organization for a long time.
3. Versatility Transfer
To make the employees competent and versatile, these transfers are initiated. It is also called job rotation which can be commonly seen in banks where employees working at clerical levels has to work at different profiles.
4. Shift Transfer
In general, industrial establishments operates on rotational shifts, and the workers usually request a transfer to the shift of their choice.
5. Remedial Transfer
When the initial placement of an employee is faulty, or the worker is not comfortable with the superior or with the coworkers, or there are some health issues, then these transfers are affected as a remedy to the situation. As the transfer is requested by the employee himself, it is also called s a personal transfer.
There are several benefits of transfers which includesimprovement in skills, employee satisfaction, better employer-employee relations, the remedy to faulty placement, etc.
What are the rules relating to Employee Transfer?
- The transfer must be clearly, stated as temporary or permanent.
- Transfer criteria should be laid down clearly and strictly complied with.
- The interest of the organization should be kept in mind while framing the transfer policies.
- The effect of transfer on the salary and other things of the transferred employee must be specified clearly.
- The frequency of transfer must be known to all the employees along with the minimum period of transfer.
- The performance of the employee must be evaluated before making the transfer, to a different job or department.
There are some problems associated with the transfers such as employees may not like or fit the new location, or it may decrease productivity, or it may reduce their interest in the job, which leads to employee dissatisfaction.
