Greetings,
This query was emailed to me. It looks very interesting, though the response to it might be sparse, depending on the organization.
"Do you think organizations need to be more flexible in their approach towards employees seeking internal transfers?"
What are internal transfers exactly? I managed the vertical transfer as part of career management post 18 months of employment. There were a few cases that were not smooth, whereas it worked for others. Before I share my experience and views, could you tell us what you think?
Regards, (Cite Contribution)
From India, Mumbai
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1872This query was emailed to me. It looks very interesting, though the response to it might be sparse, depending on the organization.
"Do you think organizations need to be more flexible in their approach towards employees seeking internal transfers?"
What are internal transfers exactly? I managed the vertical transfer as part of career management post 18 months of employment. There were a few cases that were not smooth, whereas it worked for others. Before I share my experience and views, could you tell us what you think?
Regards, (Cite Contribution)
From India, Mumbai
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Internal transfer means a person undergoes a change in the workplace within the same location, either to a different branch office or within the same office but in a different department. This change will automatically take effect for those who are being promoted. However, in cases of personal or office-related issues, it is possible to request an internal transfer.
From India, Kumbakonam
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From India, Kumbakonam
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Dear Ms. (Cite Contribution),
To my knowledge, internal transfers have a specific purpose. It can also be considered as "a punishment." I remember an elder friend of mine who was holding a top position in a nationalized bank. He was transferred to another branch within the city with different roles/responsibilities just because he committed a mistake. Of course, it was not done intentionally, but the post-consequences were unimaginable.
a) Negative - Internal transfers are not a healthy sign for progress in a career. They affect promotions, and one may not gain more knowledge pertaining to their domain only if they are asked to take on new responsibilities. Also, settling down in a new environment is a tedious process.
b) Positive - If someone is interested in taking up the challenge by having a change in their domain and wants to pursue their career in a new trade, it may sound interesting to them.
c) Based on organizational requirements - Internal transfers may also be a part of business requirements proportional to employees' credentials, skills, talents, and performance. It may or may not be considered as a promotion.
This is purely based on my knowledge only.
With profound regards,
From India, Chennai
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To my knowledge, internal transfers have a specific purpose. It can also be considered as "a punishment." I remember an elder friend of mine who was holding a top position in a nationalized bank. He was transferred to another branch within the city with different roles/responsibilities just because he committed a mistake. Of course, it was not done intentionally, but the post-consequences were unimaginable.
a) Negative - Internal transfers are not a healthy sign for progress in a career. They affect promotions, and one may not gain more knowledge pertaining to their domain only if they are asked to take on new responsibilities. Also, settling down in a new environment is a tedious process.
b) Positive - If someone is interested in taking up the challenge by having a change in their domain and wants to pursue their career in a new trade, it may sound interesting to them.
c) Based on organizational requirements - Internal transfers may also be a part of business requirements proportional to employees' credentials, skills, talents, and performance. It may or may not be considered as a promotion.
This is purely based on my knowledge only.
With profound regards,
From India, Chennai
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Greetings,
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 so on, offering various products and services. Vertical transfer here included both in terms of role and client. This was generally seen as re-skilling and often up-skilling. Generally, any talent within a given skill set wanted to progress into different sectors; hence, this worked as a retention plan. If moving into different sectors with the same skill set was their goal, we facilitated it within the company every 18 months or based on requirements.
Apart from this, it further helped build the profile of top leadership. Managing a range of activities in one role may not provide them with a complete learning experience. A leader managing operations would then be placed in a transition role after a considerable period of shadowing. This would progress to a business development role before the leader could be promoted to manage a new vertical.
Addressing the first question raised by our member, learning from my experience, vertical transfer is a part of the career path within the company. It is used as a retention tool. Internal Job Postings (IJP) and internal hirings foster talent growth within the company. It is cost-effective, as the cost of acquiring new talent and the learning curve is saved through it.
However, Mr. Khadir has shared a different case of demotion. Bhaskar has highlighted a possible concern that can arise through these transfers. I hope this provides a comprehensive idea about this program.
Regards,
(Cite Contribution)
From India, Mumbai
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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 so on, offering various products and services. Vertical transfer here included both in terms of role and client. This was generally seen as re-skilling and often up-skilling. Generally, any talent within a given skill set wanted to progress into different sectors; hence, this worked as a retention plan. If moving into different sectors with the same skill set was their goal, we facilitated it within the company every 18 months or based on requirements.
Apart from this, it further helped build the profile of top leadership. Managing a range of activities in one role may not provide them with a complete learning experience. A leader managing operations would then be placed in a transition role after a considerable period of shadowing. This would progress to a business development role before the leader could be promoted to manage a new vertical.
Addressing the first question raised by our member, learning from my experience, vertical transfer is a part of the career path within the company. It is used as a retention tool. Internal Job Postings (IJP) and internal hirings foster talent growth within the company. It is cost-effective, as the cost of acquiring new talent and the learning curve is saved through it.
However, Mr. Khadir has shared a different case of demotion. Bhaskar has highlighted a possible concern that can arise through these transfers. I hope this provides a comprehensive idea about this program.
Regards,
(Cite Contribution)
From India, Mumbai
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Dear Ms. (Cite Contribution),
The transfer is given by the organization to an employee after a certain period specified from time to time because the employee should not settle down in one place other than his permanent hometown address given in his service documents.
For those who settle in a new location nearer to his office, there are some chances from the employee's side for the organization to become involved in unwanted activities. To avoid such scenarios, transfers are periodically effected by the organization.
An employee seeking an internal transfer from one branch to another branch within the same location may be due to a nearer area. If the rule permits and a vacancy exists, he can be given the transfer; otherwise, it may not be possible.
Thank you.
From India, Kumbakonam
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The transfer is given by the organization to an employee after a certain period specified from time to time because the employee should not settle down in one place other than his permanent hometown address given in his service documents.
For those who settle in a new location nearer to his office, there are some chances from the employee's side for the organization to become involved in unwanted activities. To avoid such scenarios, transfers are periodically effected by the organization.
An employee seeking an internal transfer from one branch to another branch within the same location may be due to a nearer area. If the rule permits and a vacancy exists, he can be given the transfer; otherwise, it may not be possible.
Thank you.
From India, Kumbakonam
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Internal transfers have their own merits and demerits. It is like moving from one Strategic Business Unit (SBU) to another based on requirements and preferences. One may find satisfaction on the domestic front due to proximity to their house or other reasons but may become dissatisfied with their career path. It is essential to strike a balance between the two. Employers should be flexible in considering internal transfer requests, especially given the current attrition rate.
From India, Lucknow
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From India, Lucknow
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