Job or Employee Mobility :

Internal and External

mobility
Job Mobility
• Job Mobility - The ability of an employee to
change jobs.
• Moves can be downward, upward, or lateral
within an organization, or to another
organization.
• Downward Mobility - When an employee
reverts to a previous or lower position in an
organization.
Job Mobility
• Upward Mobility - When an employee is
promoted to a higher position in an
organization.
• Lateral Move - When an employee takes a
new position at the same organizational
level as the former position.
– This is sometimes done so the employee can
learn new skills.
Internal mobility
• The lateral or vertical movement (promotion,
transfer, demotion or separation) of an employee
within an organization is called “internal
mobility”.
• Some employees leave the organization for
reasons such as better prospects, retirement,
termination, etc. such movements are known as
‘external mobility”
 Need for Internal mobility
• To meet the dynamic of environment changes in
jobs.
• Business expansion leading to new job
opportunities and new methods replace the old
ones, which may necessitate promotions and
transfers in various departments.
• Factors such as employee turnover, resignations,
retirement, etc may lead to internal job change.
• Job changes may be necessary to meet employee
aspirations.
Purpose of Internal mobility
• Improves organizational effectiveness.
• Improve employee effectiveness.
• Adjust to changing business operations.
• Ensure discipline.
Transfer
• Employee movement that occurs when an
employee is moved from one job to another
that is relatively equal in pay,
responsibility, and /or organizational level.
• A transfer does not imply any ascending
(promotion) or descending (demotion)
change in status or responsibility.
Purpose of transfer
• To meet the organizational requirement.
• To satisfy the employee needs.
• To utilize employee better.
• To make the employee more versatile.
• To adjust the workforce.
• To provide relief.
• To reduce conflicts.
• To punish employees.
 Types of transfer
• Production transfer: Transfer caused due to changes in
production.
• Replacement transfer: Transfer caused due to replacement
of an employee working on the same job for a long time.
• Rotation transfer: Transfer initiated to increase the
versatility of employees.
• Shift transfer: Transfer of an employee from one shift to
another.
• Remedial transfer: Transfer initiated to correct the wrong
placement.
• Penal transfer: Transfer initiated as a punishment for
indisciplinary action of employees.
Benefits and problems of transfer
Benefits
• Improves employees skills
• Reduce monotony, boredom
• Remedy faulty placement decision
• Prepare the employee for challenging
assignments in future
• Stabilize changing work requirements in different
departments/locations.
• Improves employees satisfaction and morale
• Improves employer- employee relationship
Problems
• Inconvenient to employees who otherwise
do not want to move
• Employees may or may not fit in the new
location/ department
• Shifting of experienced hands may affect
productivity.
• Discriminatory transfer may affect
employee morale.
 Transfer policy
• Specifications of circumstances under which an employee
will be transferred in the case of if company initiated
transfer.
• Name of the superior who is authorized and responsible to
initiate a transfer.
• Jobs from and to which transfer will be made, based on the
job specification, description and classification etc.
• The region or unit of the organization within which
transfers will be administered.
• Reasons which will be considered for personal transfer,
their order of priority, etc.
• Norms to decide priority when two or more employees
request for transfer such as priority of reasons, seniority
etc.
• Specifications of pay, allowances, benefits, etc, that are to
be allowed to the employee in the new job.
• Other facilities to be extended to te transferee like special
allowances for packaging luggage, transportation etc.
Promotion
• Employee movement from current job to
another that is higher in pay, responsibility,
and /or organizational level.
 Test Your Knowledge
An employee is moved to a higher level of
job without increase in pay. It is called as ?

Ans : Dry promotion

 Purpose of Promotion
• To utilize the employee skill, knowledge at the appropriate
level in the organizational hierarchy resulting in
organizational effectiveness and employee satisfaction.
• To develop competitive spirit and inculcate the zeal in the
employees to acquire the skill and knowledge etc, required
by higher levels.
• To develop competent internal source of employees ready
to take jobs at higher levels in the changing environment.
• To promote employees self-development and make them
await their turn of a sense of belongingness.
• To promote interest in training and development
programmes and in team development areas.
• To built loyalty and to boost morale.
• To reward commitment and loyal employees.
Bases of Promotion
• Merit as a basis of promotion
• Seniority as a basis of promotion
• Seniority- cum- merit promotion
Promotion policy
• It should be consistent in the sense that policy
should be applied uniformly to all employees
irrespective of the background of the persons.
• It should be fair and impartial .
• Systematic line of promotion channel should be
incorporated.
• It should provide equal opportunities for
promotion in all categories of jobs, departments
and regions of an organization.
• It should ensure open policy in the sense that
every eligible employee should be considered for
promotion rather than a close system which
consider only a class of employees.
Promotion policy conti..
• It should contain clear cut norms and
criteria for judging merit, length of service,
potentiality etc.
• Favoritism should not be taken as a basis
for promotion.
• It should contain promotional counseling,
encouragement, guidance, and follow up
regarding promotional opportunities, job
requirement and acquiring the required
skills, knowledge etc.
Demotion
• Employee movement that occurs when an
employee is moved from one to another
that is lower in pay, responsibility, and /or
organizational level.
Causes of demotion
• A promotee is unable to meet the
challenges posed by the new job.
• Due to adverse business conditions,
organizations may decide to lay off some
and downgrade other jobs.
• Demotions may be used as disciplinary
tools against errant employees.
Demotion policy
• A clearly list of rules along with punishable
offences be made available to all the employees.
• Any violation be investigated thoroughly by a
competent authority.
• In case of voilation, it is better to state the
reasons for taking such a punitive step clearly
and elaborately.
• There should be enough room for review.
 Separations
“A separation is a decision that the individual and
the organization should part”

Separations can be in a form of temporary leaves of

absence, attrition- resignation, retirements,
Deaths, layoffs and retrenchment, suspension
and discharge and dismissal
Thanks and take care
but remember…
 Remember
Our lives are not determined by what happens
to us
but…..
by how we react to what happens,
not by what life brings to us,
but…..
by the attitude we bring to life.

A positive attitude causes a chain reaction

of positive thoughts, events, and outcomes.