ADVERTIsem*nTS:
Different types of transfer in the jobs are listed below:
(1) Production transfer
ADVERTIsem*nTS:
Transfers from jobs in which labour requirements are declining to jobs in which they are increasing (through resignation or otherwise) are called production transfer.
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This type of transfer is made to avoid lay-off of efficient employees by providing them with alternative positions in the same organisation.
(2) Replacement transfer
ADVERTIsem*nTS:
These are transfers in whom a long- service employee is transferred to a similar job where he replaces or “bumps” an employee with shorter service. This type of transfer is made when all operations are declining but management wants to retain the long-service employee as long as possible.
(3) Versatility transfer
The versatility transfer (better called ‘rotation’) is for the purpose of providing management with a more versatile group of employees.
This type of transfer will increase the versatility of the employee by shifting him from one job to another. The employee gets an opportunity for varied job experience. This helps the employee through job enlargement.
ADVERTIsem*nTS:
(4) Shift transfer
These transfers are made to remedy the situation. Remedial transfers provide management with a procedure whereby an unsatisfactory placement can be corrected. Initial placement might be faulty or the type of job might not suit his health. In such cases the worker would benefit by transfer to a different kind of work.
(5) Penal transfer
Sometimes transfer is used as a concealed penalty. This is widely practised in India. A trade union activist or a trouble-maker or a sea-lawyer may be transferred to a remote branch where he cannot continue his activities.
ADVERTIsem*nTS:
Some transfers may involve a decrease in duties and in pay. This type of transfer should better be called downgrading or bumping, since it is used to protect employment opportunities for employees displaced from higher rated jobs. They are downgraded to less desirable jobs, bumping junior employees, who in turn may be laid off.
Transfers from one job to another may be either temporary or permanent. Temporary transfers may be due to (i) temporary absenteeism (ii) shifts in the workload (iii) vacations. Permanent transfers may be due to (a) shifts in the workload (b) vacancies requiring the special skill of the transferred employee and (c) ill-health of the employee.
Transfer requests might come from the worker himself, from his superior, from the head of another department or may be made necessary by changes in the volume of trading activities. When the transfer request comes from the employee himself, it is because he does not like the work or the place of work or the co-workers.
Requests for transfers should be favourably considered especially when it comes from an employee. A disgruntled employee is more of a liability than an asset. It is, of course, true that no company can comply with all requests for transfers.
