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Hello everyone,i just wanted to know\" is internal transfer(One branch to other) of employees good or bad.
1. If it is good please support your answer
2. bad also why ?
3. Who is ultimate benficiary?
4. Who is ultimate looser

28th June 2013 From India, Mumbai
I feel this quite good when your internal transfers doesn’t create a panic situation among the among people.
28th June 2013 From United States
There is no fixed answer to the questions raised by you. It would vary depending on the circumstances. The provision of internal transfer should have been already mentioned in the appointment orders issued to the employee, or in the Standing Orders of the establishment. The Management should use the resources of internal transfer for the advantage of the organisation.
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.
Bharat Adhia
29th June 2013
Please may we know what prompted you to raise this question? Is it, by chance, an assignment question on a course for which you are seeking inputs?
29th June 2013 From United Kingdom
Answer to each question will depend on various factors. It depends what are the branches dealing with. If an employee is transferred to a branch in which he has experience /qualification both employee & organization will benefit. If he is placed in to wrong branch both will loose. If organization feels the individual is fit for another branch but employee does not want to go then again both may be at loss. If an employee manipulates (hypothetically)to go to another branch but it is not good for the organization then organization will be at loss & employee will be happy. there could be many permutations/ combinations. So you have to clearly raise the question as per the situation to get the correct advise.
29th June 2013 From India, Jabalpur
It can be a beneficiary to organization,
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
In my opinion, 70 - 80 % of an employees development occurs through transfers & the balance through organized training. Transfers within the organization, including move to alternate locations, are associated with many challenge. For example, change of bosses & the reporting channels, change of subordinates & team members, change of the work-bench & the work environment, change in goals/ KRAs, change of school/ house etc if you move to a different location, and so on... Each change requires mental realignment, besides an effort to adjust and align. And this process of adjustment & adaptation is self motivated. It awaken your hidden potential & makes you creative. You become a problem solver.

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
Basically we employ people to deliver certain results. This delivery of results depends on the competence of the individual doing the job. Competence depends a lot on the exposure and experience one gets on a job. Going by this logic, we should try to build domain experts so that we get the fullest advantage of their employment. Exposing a person to so many areas will make him master of none. His/her use to the organisation will also be lesser to that extent. But there are two exceptions to this. One is avoiding over-dependence on some person only and for that purpose developing standbys or substitutes just to step-in in case of need or contingency. This way, no expert can think that the company is entirely depending upon him and him only for the functions he /she is performing and with such thinking black-mailing the company. Developing such standbys will also ensure continuity of operations. The second exception is the deployment in sensitive areas where there is scope for corruption or misdeeds which may very adversely affect the company. In such areas persons should be rotated at periodical intervals so that the scope for indulging in corruption or misdeeds is reduced.
30th June 2013 From India, Madras
Hi ,

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
I agree with most of the respondents that , like many management questions there is no one answer to these questions.However in certain organisations for example in my organisation (a central PSU) such transfers created a peculiar situation.There was mass redeployment of staff/officers from one other departments like Finance/Personnel/Materials and Maintenance etc to Commercial department.The designations although were not changed.Hence we have a sales assistant, a stores &purchase supervisor and an Accounts assistant doing the same job sitting side by side ! This was done to avoid issues relating to inter-se seniority.
1st July 2013 From India, New Delhi
Well, basically it have some mutual benefit but usually it depends on the situations and various factors like if an employee resides too far from the branch he is working then a lot of time spent in traveling so in that case he can be transferred to the branch that is nearest to his home. OR suppose if company started a new branch then some trained people needed to start operation over there as well as train new people in that way it helps.
6th July 2013 From India, Lucknow
I wondered what happened to the blogger that raised the question, as (s)he has not answered my questions. So, I checked for previous posts; I was surprised to find that this was the first post, though the blogger has been CiteHr
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
Dear friend,

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
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