Dear All,
We found in some cases transfer is being used as tool to get separated from the concern.
Could anyone suggest what is way out to confront with such situation.
Hope "Seniors" of this forum would definitely chip in with some in-sights.
From India, Chandigarh
We found in some cases transfer is being used as tool to get separated from the concern.
Could anyone suggest what is way out to confront with such situation.
Hope "Seniors" of this forum would definitely chip in with some in-sights.
From India, Chandigarh
Dear Hellohr,
You might be well aware that most of the organisations keep the clause in their Appointment Letters about the transfer of their employees.
Todays organisations are more cost consious and using their resources at optimum level. Many times for the growth of the organisations, companies use the measures as rotations of job rolls,relocation of the employees for job enrichment.
You will be surprised that today employees themselves demand such measures for their upkeek and job satisfaction.
But is also noticed and observed that companies use these measure to punish/terminate the employees. As HR professionals it is our duty to know the reasons and act as mediators. Some times despite many chances, employees do not improve themselves as per the expectations of the management. Then you mustl be very much sure that the organisation shall use such measures to get away with such employees.
We as HR professionals are their to suggest the management regarding prepration and implementation of HR policies. We must be unbised to implement the same.
In such cases our roll becomes crucial. We must try to convince the concerned employees for such situations. Moreover help him for the new jobs.
If you feel that the management is taking wrong decision then advise the management for the consequences and adverse effects on the other employees.
Thanks
From India, New Delhi
1137You might be well aware that most of the organisations keep the clause in their Appointment Letters about the transfer of their employees.
Todays organisations are more cost consious and using their resources at optimum level. Many times for the growth of the organisations, companies use the measures as rotations of job rolls,relocation of the employees for job enrichment.
You will be surprised that today employees themselves demand such measures for their upkeek and job satisfaction.
But is also noticed and observed that companies use these measure to punish/terminate the employees. As HR professionals it is our duty to know the reasons and act as mediators. Some times despite many chances, employees do not improve themselves as per the expectations of the management. Then you mustl be very much sure that the organisation shall use such measures to get away with such employees.
We as HR professionals are their to suggest the management regarding prepration and implementation of HR policies. We must be unbised to implement the same.
In such cases our roll becomes crucial. We must try to convince the concerned employees for such situations. Moreover help him for the new jobs.
If you feel that the management is taking wrong decision then advise the management for the consequences and adverse effects on the other employees.
Thanks
From India, New Delhi
Dear Mr. Bhardwaj,
Agree on all the points raised by you. But my question was "wayout to confront" in such situation..that means what if it has been done with you and you want to come out properly from such situation.
Being an HR if we execute anything we must have the way out to guard our self from such situation.
Thnx,
Amit
From India, Chandigarh
Agree on all the points raised by you. But my question was "wayout to confront" in such situation..that means what if it has been done with you and you want to come out properly from such situation.
Being an HR if we execute anything we must have the way out to guard our self from such situation.
Thnx,
Amit
From India, Chandigarh
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