Firms Need To Remain Flexible Towards Employees Seeking Internal Transfer? - CiteHR
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This query was mailed to me. It looks very interesting , though the response to it might be sparse, depending on the organization.
"Do you think organization need to get more flexible in their approach towards employees seeking internal transfers?"
In that what is internal transfers?
I managed the vertical transfer, as a part of the career management , post 18 months of employment. There were few cases which were not smooth, whereas it worked for others.
Before, I share my experience and views, tell us what do you think ?
(Cite Contribution)

Internal Transfer means a person gets change in work place within the location in different branch office or within office in different department. This will automatically effected for those promotees.
But due to some personal or office problem, on request basis, it is possible to get internal transfer.

Dear Ms. (Cite Contribution),
To my knowledge, INTERNAL TRANSFERS has got specific purpose. It can also be considered as "A PUNISHMENT". I remember, a elder friend of mine, who was holding a top position in a NATIONALIZED BANK, was transferred to another branch within city, with different ROLES/RESPONSIBILITIES just because he committed a mistake. Ofcourse it was not done intentionally but the post consequences were unimaginable

a) NEGATIVE - Internal transfers are not healthy sign for progress in career, Its affects PROMOTIONS and one may not gain more knowledge pertaining to his domain only if he is asked to take new responsibilities. Also settling down in new environment is a tedious process.
b) POSITIVE - If someone is interested to take up the challenge by having change in his domain, and wants to pursue his career in new trade, it may sound interesting to him.

This is purely based on my knowledge only.....

With profound regards


Here's my experience on vertical transfer within a firm. This is from an MNC which catered to clients in different sectors, such as banking, healthcare, telecommunications, defence and etc, offering different products and services. Vertical Transfer here included both in terms of role and client. This was generally seen as a re-skilling and often up-skilling. Generally any talent within a given skill sets wanted to progress into different sectors, hence this worked as a retention plan. If moving into different sectors with the same skill sets was their goal plan we did it within the company after every 18 months or based on requirement.

Apart from this, it further helped building the profile of top leadership. Managing a range of activities in one role may not bring them complete learning experience. A leader managing operation would, then be put on transition role after a considerable period of shadowing. This would move further to the business development role, before the leader could be promoted to manage a new vertical.

Addressing the first question as raised by our member, learning from my experience, vertical transfer is a part of career path within the company. It is used as a retention tool. IJP and internal hiring’s foster the talents growth within the company. It is cost effective, as the cost of acquiring a new talent and the learning curve, is saved through it.

However, Mr. Khadir has shared different case of demotion. Bhaskar has shared a possible concern that can rise through these transfers. Hope this gives a complete idea about this program.

(Cite Contribution)

Dear Ms. (Cite Contribution)
The transfer is given by the organisation to an employee after certain period specified from time to time, because the employee should not settle down in one place other than his permanent home town address given in his service documents.
Those who settled in new location nearer his office, there are some chances from the employees side to the organisation to get involved in unwanted activities. To avoid such scenario the transfers are being effected periodically by the organisation.
But employee seeks internal transfer from one branch to another branch within the same location may be due to nearer area. If rule permits and vacancy exists he can be given transfer ortherwise how it cannot be possible.

Internal transfers have got its own merits and demerits. It is like getting transfers from one SBU to another depending upon the requirement and preference. One may get satisfied on domestic fronts due to proximity to his/her house or any other reason and may get dissatisfied on carreer path. we have to balance both. Employers should be flexible in considering the requests of internal transfers considering the attrition rate on the current context.

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