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Changes in Personnel Status Transfer, Promotion, Demotion, and Separation
Transcript of Changes in Personnel Status Transfer, Promotion, Demotion, and Separation
a means of encouraging versatility and flexibility among employees TRANSFER IS USEFUL DUE TO: business expansion
retrenchment because of poor business
the need to meet departmental personnel requirements during a peak season
the need to absorb excess personnel during slack periods
the need to protect the health and safety of the employees 2 KINDS OF TRANSFER permanent - made to fill vacancies requiring the special skills or abilities of the employee being transferred temporary -made due to the temporary absence of an employee, e.g., in cases of sick leave, vacation leave, or shifts in the work load during peak periods PROMOTION ~is the movement of the employee from one position to another of a higher level involving more difficult duties and greater responsibilities and carrying higher pay, higher status and/or offering better privileges. REASONS FOR EMPLOYEE PROMOTIONS an effective way to keep good men in the firm as recognition of and reward for good performance to boost employee morale and encourage the employees to render to the company the best service they are capable of GUIDELINES FOR POLICY OF PROMOTION What should be the basis for promotions? should it be merit first and seniority next when candidates are equally qualified or should seniority alone be considered regardless of merit? Who should recommend promotions? The immediate supervisor or department head? Will the promotion be permanent or probationary or temporary? Will a promotional increase in salary be granted at the time of promotion, or upon permanent appointment in the new job? Will there be a specified probationary period in the new job? What steps should be taken if the employee does not meet the requirements of the new job after a probationary period? What is his records of attendance and performance? What potential ability he possess? SENIORITY VS. MERIT IN EMPLOYMENT “seniority rule” is the practice of basing rights to employment and job opportunities upon the employee’s relative length of service in the firm. is often used as a basis for promotion, transfer, layoff, rehiring, and other actions that have a bearing on the employee’s status. is a potent factor in building morale and instilling loyalty among employees. DEMOTION ~ to reduce in grade, rank, or status; occurs when a classified employee (“employee”) is reassigned to a position with a salary range that is lower than the salary range of the former position. REASONS OF DEMOTION reduction in business so that the number of positions at certain levels must be reduced, or elimination of certain functions requiring a reduction in manpower. This demotion is not due to the fault of the employee. Failure of the employee either to qualify for work on the occupational level to which he has been assigned or to meet established job standards. As a form of disciplinary or punitive action against an employee found guilty of violating company policies or rules. Such an action is seldom resorted to in most business concerns because it lowers morale and can have an adverse effect on the employee’s performance. Inability of the employee to meet the requirements of the job due to age, poor health, or physical disability. SEPARATION is the termination of employment as a result of resignation, layoff, or discharge. Voluntary separation is better known as resignation or quit. Resignation or quit is the termination of employment, generally initiated by the employee. CAUSES OF RESIGNATION •Dissatisfaction about wages and working conditions •misunderstandings with supervisors or fellow workers •inconvenient work hours are among the chief reasons for employee resignation end of topic. . .