Labour Law & Hr Consultant
Process Industry Consultant / Soft Skill
Learning & Teaching Fellow (retired)
B K BHATIA
Director Of Company
Retired From Air India
Ir, Er, Payroll, Recruitment,
Bharat R Adhia
29th June 2013 From India, Selam
It is rightly narrated to have clause of internal transfer either in appointment letter or in standing orders. However, in addition care shall be taken while transfer that category of work should be same.
There are instances for which transfers are being made.
1. Actual work necessity. – can be used by organization on requirements, without disturbing current job or analyzing urgency of transfer job demand.
2. Maintenance of work place discipline. – can be analyzed looking to short term / long term strategy.
3. Creation of bench strength. – As a business continuity planning.
My views are that considering situation demand we may have to take risk when necessary, as right and quicker decision determine cost effectiveness of time demands.
Invite valuable feedback.
29th June 2013
29th June 2013 From India, Jabalpur
1. Organization doesn’t require to train the employee
2. Person is familiar with the policy and procedure of organization
3. We can’t define the looser or beneficiary; if public dealing is there organization may be the looser
Because after transfer employee has to create new relations with public.
30th June 2013 From India, Ahmadabad
I wish to point out that an armed forces officer moves after every two to three years to a different job & a different location (sometimes to non-family stations). All this exposure trains him/ her to face challenges with a smile. Every move transforms him/ her & impacts on the development of personality. It ejects out the fear of the unknown & creates a more optimistic outlook.
30th June 2013 From India, Delhi
30th June 2013 From India, Madras
This is about internal transfer.
My views are maintained in the same order as your questions are.
A transfer is always a mixed bag of GOOD and BAD.
1.0 Come to the GOOD first. new environment , new boss( may be better boss),
new place( better weather), new subordinates ( may be better colleagues) new learnings etc.
2.0 BAD aspects.
new environment ( tougher), new boss( may be a bad boss),
new place ( language difficulty), new subordinates ( may be bad work culture), etc.
Eventually you can make this also good. It will increase your Patience, hone your
behavioural skills, provide an opportunity to learn a new language etc
3.0 Beneficiary : Management( because it wants), Employee ( since he uses the chance), Both ( possible).
4.0 Loser : Management ( the individual would get richer in experience and may move out)
Employee ( If he has been separated from his family)
Both ( When an employee cannot perform in the new environment)
So there you are.
There are many possibilities and you have to consider case by case and cannot generalize.
1st July 2013 From India
1st July 2013 From India, New Delhi
6th July 2013 From India, Lucknow
member since August 2010.
I am all for answering queries when bloggers give full information of the scenario. General questions like this makes me wonder whether students are trying to find solutions to their assignment 'on-a-plate' If that's the case then by responding we only create a dependency culture.
6th July 2013 From United Kingdom
Lots of valuable inputs have already been effectively provided by our learned friends. Apart from the plus and minus of internal transfer of employees within the organization, I would like to state something from the employees' perspective.Though admittedly transfer is an incidence of service, is it whole-heartedly welcomed by all employees particularly in private sector? I am afraid that it is not.In my 32 years of State Govt service in Labour Department, I had the opportunity of serving in all the industrially concentrated cities of the State and my interaction with private sector employees, irrespective of the colour of their collars, shows that most of the people do not like transfer and want to stay put in the particular place of employment and even some of them prefer change of companies within that particular place to transfer out for obvious reasons.It is the prerogative of the management to decide who is to work where and when depending upon the exigencies of work and generally the Standing Orders and the letters of appointment empower the management to effect internal transfers. But I do believe that an individual employee's status and -personal hardships should not be simply brushed aside - would it be prudent to transfer a fitter working at chennai site to Gurgaon just because a branch site is there? So, transfer should not be a colourable exercise of power or victimisation. The benefits of transfer is generally manifold both to the employer and the employee depending upon the organization's size, multiplicity of locations, diverse employment ethnicity and the operational challenges faced and the employee's age and nature of job.
7th July 2013 From India, Salem