Purposes of Transfer

Organisations resort to transfers having a view to serve the following reason:

a)      To meet the organisational requirements: Organisations might have to transfer workers due to changes in technology, changes in volume of manufacture, quality of products , product line, production schedule, changes in the job pattern caused by change in organisational structure, fluctuations in the market conditions as demands fluctuations, introduction of new lines and/or reducing of existing lines. All of these variations demand the shift in job assignments having a view to place the correct man on the correct job.

b)      To satisfy the employee needs: Workers may need transfers to satisfy their desire to work under a friendly superior, in a department/region where chances for advancement are bright, in / near their native place / place of interest, doing a job where the work itself is challenging, etc.

c)      To utilise employees better: A worker may be transferred because management realize that his experience, skills and job knowledge could be put to better use elsewhere.

d)     To make the employee more versatile: Workers may be rolled over different jobs to increase their capabilities. Job rotation may prepare the workers for more challenging assignments in future.

e)      To adjust the workforce: Workforce can be transferred from a plant where there is fewer work to a plant where there is more work.

f)       To provide relief: Transfers might be made to give relief to workers who are overburdened or doing risky work for long periods.

g)      To reduce conflicts: Where workers find it difficult to get along with colleagues in a specific section, department or location - they could be shifted to another place to decrease conflicts.

h)       To punish employees: Transfers can be affected as disciplinary measures to shift workers indulging in unwanted activities to remote, far-flung areas.