Goal setting

Promotions
Transfers
Goal Setting
Definition
“A goal or objective consists of a projected state of
affairs which a person or a system plans or
intends to achieve or bring about-a personal or
organizational desired end-point in some sort of
assumed development”

Many people endeavor to reach goals within a

finite time by setting deadlines.
Introduction
 Goal setting involves establishing specific,
measurable and time targeted objectives.

 Goal setting is a major component of personal

development literature.

 The business technique of Management by

Objectives uses the principle of goal setting.
Characteristics
A goal should have the following characteristics:

 Conceivable

 Acceptable

 Attainable

 Manageable

 Desirable

 Growth Producing
Why set goals ?
 To channel your time, Effort, and ideas

To build confidence and self-esteem

To gain the backbone for a positive attitude

Goals help define your organization’s mission

 Goals give direction and help avoid chaos

Goal setting can allow
 Clear and specific delegation of responsibilities

Greater job satisfaction

Better morale

Fair and easy appraisal and evaluation of the

organization

Identification of individual and organizational

strengths and weaknesses
Types of Goals
Long-Range Goals

Personal Goals

Group Goals
Promotions
Definitions
“A promotion is the transfer of an employee to a
job which pays more money or one that carries
some preferred status”
--- Scott and Clothier

“A promotion involves a change from one job to

another that is better in terms of status and
responsibility”
--- Edwin B Flippo
Purposes of promotion
 To recognize an employee’s performance and
reward him for his outstanding work

 To provide job satisfaction

 To conserve proved skill, training and ability

 To fulfill higher levels of needs of employees such as

esteem, self-actualization

 To suggest logical training for advancement of

employees
Characteristics of promotion policy
 Promotion policy should be consistent

 Promotion policy must be fair and impartial

 Promotion programme should be well planned

Elements of promotion policy
 Clear cut policy statement

 Establish a definite plan of jobs

 Proper indication of transfer routes

 Provision for training

Communicate the promotion policy to the employees

 Updated personnel and service records must be kept

ready
Principles of a sound promotion policy
 It must be in writing and easy to understand

 It should be clear-cut and precise

 There must be a formal and systematic promotion

channels

 The promotion policy should be communicated to the

concerning employees.

 A sound balanced promotion policy keeps the morale of

the employees high
Types of Promotion
 Up or out promotion

Under this type of promotion a person may either earn a

promotion or seek employment elsewhere, such
promotion often lead to termination of services

 Dry promotion

Dry promotion are those which are given increase in

compensation or remuneration
Basis of promotion
 Seniority basis

It refers to the length of service in an organization

Merit basis

If a promotion is given to a highly qualified person

in recognition of his performance is called merit
promotion
Advantages of seniority basis promotion
 It is simple understandable and easy to operate

 Security

 It enhances morale and motivates the employees

 It develops better relations

 It reduces labour turnover and absenteeism

 It is economical

 Optimum utilization of work force

 It ensures higher productivity and efficiency

Advantages of merit basis promotion
 Only right man be placed on the right job

 It encourages employees to work hard

 It improves productivity and efficiency of the employees

 The employees merit is tested by so many tests,

production records, performance appraisal,
qualification, their training etc…

 It provides a competitive drive amongst to increase their

efficiency for advancement
Transfer
Definition

“ As a change in job where the new job is substantially the

equal to the old in terms of pay, status, and
responsibilities”
--- Edwin B Flippo

 It does not involve a promotion, demotion or change in

job status but it is only movements from one job or one
place to another
Types of transfers
 Production transfers

 Replacement transfers

 Rotation transfers

 Shift transfers

 Remedial transfers

 Penal transfers
Causes of transfer
 On the basis of purpose

 On the basis of unit

On the basis of purpose
 Production transfer

 Replacement transfer

 Versatility transfer

 Shift transfer

 Remedial transfer

 Precautionary transfer

Personnel/ employee transfer

On the basis of unit
 Sectional transfers

 Departmental transfer

 Inter-plant transfer
Transfer policy
 A transfer policy must be in writing and should be
communicated to all employees

 It must indicate the authority who will be responsible

for initiating, approving and implementing the transfers

 Clearly mention the basis of transfer in the policy on the

seniority or merit or skill and competence

 A transfer policy must indicate whether transfer can be

made only within sub unit or also between departments,
divisions, plans etc…
Benefits
 Improve employee skills

 Reduce monotony, boredom

 Stabilise changing work requirements in different

departments/locations

 Improve employee satisfaction and morale

 Improve employer-employee relations

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 transfers may challenging assignments

in future affect employee morale
Employee Separations
 An employee separation occurs when an
employee ceases to be a member of an
organization

 The turnover rate is a measure of the rate at

which employees leave the companies try to
monitor and control their turnover rate and cost
of replacing employees
Cost of employee separations
 These costs can be categorized as:

 Recruitment cost

 Selection cost

 Training cost

 Separation cost
Benefits of employee separations
 Reduced labour costs

 Replacement of poor performers

 Increased innovation

 The opportunity for greater diversity

Types of employee separations
 Voluntary separations

 Involuntary separations
Voluntary separations
 Quits

 Voluntary retirement scheme(VRS)

 Exit policy

 Retirements
Involuntary separations
 Discharges

 Pink slip

 Layoffs or Retrenchment
Thank Q