Transfer Policy

Organisations should apparently specify their policy regarding transfers. Or else, superiors may transfer their subordinates arbitrarily if they don't like them. It causes of frustration amongst employees. In similar manner, subordinates may also request for transfers even for the petty issues. Mostly people may ask for transfer to riskless and simple jobs and places. As such, organisation may discover it difficult to manage such transfers. Therefore, an organisation should formulate a systematic transfer policy. A systematic transfer policy should have the following items:

a)      Specification of circumstances under which workers will be transferred in the situation of any company initiated transfer.

b)      Name of the superior who is authorised & responsible to begin a transfer.

c)      Jobs from and to which transfers will be made, depend on the job specification, description & classification, etc.

d)     The region / unit of the organisation within which transfers will be administered.

e)      Reasons which shall be considered for personal transfers, their order of priority, etc

f)       Reasons for mutual transfer of workers.

g)      Norms to select priority when two or more worker request for transfers like priority of reason, seniority.

h)      Specification of basis for transfer, as merit, job analysis, length of service.

i)        Specification of pay, allowances, benefits, etc., which is to be allowed to the worker in the new job.

j)        Other facilities to be extended to the transferee as special level at the period of transfer, special allowance for packaging luggage, transportation, etc.

In general, line managers administer the transfers & HR managers assist the line managers in this respect.