TRANSFER AND PROMOTION

Presented By:-
Sonu Hotwani
Kitty Singla
Shweta upadhyay
TRANSFER

 According to PIGORS & MEYERS: Transfer is "the

movement of an employee from one job to another
on the same occupational level and at about the
same level of wages or salary" No appreciable
change in task or responsibility is expected.

 Transfer is possible from one department to another

or from one plant to another.
Objectives of Transfer

 Moving employees to position with a higher

priority in terms of organizational goals.
 Placing employees in positions more
appropriate to their interest or abilities .
 Filling department vacancies with employees
from overstaffed departments.
Reasons for Transfer

 Transfer due to changes in organizational

structure or changes in volume of work.
 Rectify the mistakes in selection and
placement of employees.
Types Of Transfer

Transfers are of many types.

 Reward vs. punishment transfer
 Production transfers,
 Remedial transfers,
 Versatility transfers,
 Shift transfers
 Temporary vs. Permanent.
However, it is better to have a clear-cut and flexible
transfer policy. Otherwise, it may lead to a lot of
heart- burning among the affected employees.
Rationale of Transfer

 There may be variation in the volume of work in

different departments or sections.
 An employee may not do justice to a job.
 In many organization, transfers are made as a
matter of policy after an employee has stayed on a
job for a particular period.
 Transfer may be requested by an employee on
health ground, Family circumstances or some other
personal problems.
Transfer policy

 Overall Personnel Policy and not for the sake of

transfer only.
 Should not be made frequently or without any reason.
 Should be made in consultation with the employee
concerned.
 Transfer by rotation.
 It should be understandable by all employee.
 It should specify clearly the types and circumstances
under which Transfer will be done.
 It should lay down the basis of transfer.
 It should prescribe whether the transfer can be made
only with in a department or also between different
departments.
 It should prescribe that when an employee is
transferred, his previously seniority credit will be
retained.
PROMOTION

 PIGORS & MEYERS: “The advancement of an

employee to a better job : better in terms of greater
respect of pay and salary. Better houses of work or
better location or better working conditions-also may
characterize the better job to which an employee
seeks promotions, but if the job does not involve
greater skill or responsibilities and higher pay, it
should not be considered a promotion."
Promotional Policy

 The promotional policy must be flexible, in

writing and consider merit, potential and
seniority of employees. The performance of
each employee should be appraised
periodically and should form a part of
personal records.
Criterion of promotion- Seniority vs.
Merit

 Seniority-
It involves the length of service.
Advantages:
i) No chance of favoritism or disputes.
ii) Increase the morale of employees.
Disadvantages:
i) The beginner has no incentive to
improve his performance.
Merit : Based on the ability of employees.

Advantages:
i) Motivate the employees having potential for
development.
ii) Ensures the efficiency of the organization is maintained.
iii) Attracts the young and potential candidates for the jobs in the
organization.
Disadvantages:
i) Ignores the value if experience.
ii) May be biased on the part of management.
Seniority and Merit Both:
Spectrum of merit and seniority criteria for
promotional decisions

Consider seniority and length of service only

Increasing weightage to seniority

Select the senior if otherwise not unfit

Minimum length of service required before an

individual can be considered for promotion

Select the most meritorious only out of

senior employees

From the most able select the senior

Consider merit and ability only

People. Planet.
Power.
In
COMPANY PROFILE

 NTPC, India's largest power company, was

set up in 1975 to accelerate power
development in India.
 NTPC ranked 317th in the 2009, “Forbes
Global 2000”ranking of the world's biggest
companies.
 At NTPC “People before plant load factor” is
the mantra that guides all HR related
policies.
Transfer At NTPC

 NTPC considers human resource as the most

important resource.It is basically involved in power
generation from coal and gas. The primary work takes
place at site which is generally constructed in some
rural or hilly location. But from time to time, where new
plants are set up, manpower is needed. Transfer in
this case is considered as a ‘disturbing element’. So
certain tranfer policies are set up in these situations.
 TRANSFER POLICIES

 Hill Area Allowance:-

i) For 1000m above sea level- 7.5%
increase in basic pay .
ii) For 1000-2000m above sea level- 20%
increase in basic pay .
iii) For more than 2000m, 25% increase in
basic pay.
 Non family station:
25% of basic pay extra for those transferred
to such location.
 Lease facility
 Fixed tenure transfer
 Medical facility
 Choice of locations.
 PROMOTIONAL POLICIES

 Promotion in NTPC is on the basis of both “

Merit And Seniority”.
Promotion to the next higher grade is based
on the “Eligibility period”.
 Promotion of executive to the next higher
grade is on the basis of merit. Efficiency
grade services and suitability is determined
on the basis of assessment of performance
and potential over a reasonable period.
 Whatever is the Limited applicability of
seniority, it is determined on the basis of
length of service, and merit position.
 Existing and eligible personnel is taken into
consideration for promoting.
 It is necessary to clear a departmental
examination for promotion.
Data Interpretation And Analysis
Ques: The present promotional system
according to you is an effective one :

So, according to this, most of

the employee believe that
promotional system is been
effective apart from few.
Ques: Do you have special training that qualify
you for the transfer and promotion?

Hence, mgmt has special

training and promotional
programs for the employees.
Ques: Are you aware of transfer and
promotion criteria and its effectiveness?

Employees are aware about the

Criteria for promotion and belive
In its positive effectiveness.
Ques: Is transfer and promotion helpful in discovering
true potential for higher responsibility?

Yes, transfers and promotions

are indicative of true potential
among employees.
Conclusion

 Transfer and promotion criteria in NTPC is very

effective from the perspective of employees.
 It is favourable from the part of management also.
 The employees are highly motivated and satisfied.
 Allowances and benefits provided in transfer
motivate the employees to work in a better manner.
Limitations

 Some of the documents of the company were not

accessible due to confidentially.
 Many employees did not give interviews.
 Some of the employees were not very forthcoming in
their responses and reluctant to answer the
questionnaire.
 Biased responses.
 It was not possible to cover all departments in given
time frame.
Bibliography

 Reference Books:
1) Human Resource Management
- T.N.Chhabbra
2) Human Resource Management
- John M Ivancewich
• Websites:
www.ntpc.co.in