Hi, Sorry for giving the statement like this... most of the companies will mention the appointment letter like this
1. TRANSFER:
An employee may be transferred anywhere in South India, from one department to another or from one place to another or from one ranch to another or from one post to another: In the interest of work of the Company, or On request of the individual employee.
Transfer withing the same department is ok why for other of it....
Are the who not have perception skills those who is doing the interview "whether candidate is fit or not" why again transfer for another department what is feeling of candidate ? Better to remove this clause from appointment literature.
From India, Hyderabad
1691. TRANSFER:
An employee may be transferred anywhere in South India, from one department to another or from one place to another or from one ranch to another or from one post to another: In the interest of work of the Company, or On request of the individual employee.
Transfer withing the same department is ok why for other of it....
Are the who not have perception skills those who is doing the interview "whether candidate is fit or not" why again transfer for another department what is feeling of candidate ? Better to remove this clause from appointment literature.
From India, Hyderabad
The clause is important as it gives the flexibility to the company to deal with the work force.
If the management needs to transfer someone to another department, they have the flexibility to do so.
If the employee does not want to do work in that particular pertinent, they can always find another job and leave (if they are capable of finding another job)
From India, Mumbai
If the management needs to transfer someone to another department, they have the flexibility to do so.
If the employee does not want to do work in that particular pertinent, they can always find another job and leave (if they are capable of finding another job)
From India, Mumbai
In addition to this, there is always a scope of growth.
When you are working in a company one one particular field, you mastered that, what add on are you giving to company?
There are only 2 possible options -
1) Job Enrichment - Go to the depth of the same job. However, this has only limited scope depending on one's nature of work, company's hierarchy and other things.
2) Job ENlaregment - Here one starts taking up and be responsible for jobs other than his/her core role. Initiating with related roles and transitioning to different roles.
Let me cite you an example:
Why is a Generalist experience preferred for HR Manager's position as against a very specific and a niche profile like say 5 years of recruitment experience?
When you focus on just one area, you know all about only that area and fail to learn other perspectives of the role.
Cross - Departments, again is a vague term and would change from company to company.
A small organization may categorize departments as HR, Marketing, Finance, Operations.
A bigger firm however may have departments like Recruitment, HR Ops, HR MIS, Performance, (HR related), Marketing, Sales, PR, SEO / Content Management, (Mktg related)
Thirdly, when we want to progress in our life, we need to understand that it is not about micro managing it's about having a bird's eye view at whole thing.
Unless you are rotated in different roles and departments, how would you climb the ladder up???
From India, Mumbai
When you are working in a company one one particular field, you mastered that, what add on are you giving to company?
There are only 2 possible options -
1) Job Enrichment - Go to the depth of the same job. However, this has only limited scope depending on one's nature of work, company's hierarchy and other things.
2) Job ENlaregment - Here one starts taking up and be responsible for jobs other than his/her core role. Initiating with related roles and transitioning to different roles.
Let me cite you an example:
Why is a Generalist experience preferred for HR Manager's position as against a very specific and a niche profile like say 5 years of recruitment experience?
When you focus on just one area, you know all about only that area and fail to learn other perspectives of the role.
Cross - Departments, again is a vague term and would change from company to company.
A small organization may categorize departments as HR, Marketing, Finance, Operations.
A bigger firm however may have departments like Recruitment, HR Ops, HR MIS, Performance, (HR related), Marketing, Sales, PR, SEO / Content Management, (Mktg related)
Thirdly, when we want to progress in our life, we need to understand that it is not about micro managing it's about having a bird's eye view at whole thing.
Unless you are rotated in different roles and departments, how would you climb the ladder up???
From India, Mumbai
This is continusion of above my posting " one employee is selected for HR now mgt itransfered in Sales Department". What do u say?
From India, Hyderabad
From India, Hyderabad
Why will the company transfer a hr person to sales ?
It would be a waste of resources and loss of sales
It would be in a case where there are some specific skills that person has the company wants to use. Or excess people that the company does not want to terminate. Would it be better for the employee to be retrenched in such a case instead ?
If the employee does not like the work he can change his job. Till then at least he has a job
From India, Mumbai
It would be a waste of resources and loss of sales
It would be in a case where there are some specific skills that person has the company wants to use. Or excess people that the company does not want to terminate. Would it be better for the employee to be retrenched in such a case instead ?
If the employee does not like the work he can change his job. Till then at least he has a job
From India, Mumbai
I am really satisfy with above comments. The companies use existing manpower as where they needed. i do not the culture
From India, Hyderabad
From India, Hyderabad
Hello Ashok,
Seldom do I find this practiced.
Anyway, I would like to throw some light on this situation -
While I was working with a placement consultancy, we had one girl with us who did MBA - HR and Marketing. She was passionate about HR and was wasting her opportunity in a consultancy. She was given a position which was never filled as no one was ready to work for the client she had.
She was looking for job, couldn't find HR related job, shifted to Marketing (infact sales related job) but is happy.
Now about shifting of an HR person to Marketing, well a company might have done so for following reasons:
1) The person is academically fir for marketing
2) The person might be having some marketing or sales traits which he/she is not knowing.
These are the only two positive reasons I can come up with on the company's side.
If however, the person is not happy with the transition, the person should communicate the same to the seniors. Share the concerns and get an idea as to why are they making so huge transition?
If the person is not convinced, start looking for a new job and then resign with proper formalities done.
Hope this helped.
From India, Mumbai
Seldom do I find this practiced.
Anyway, I would like to throw some light on this situation -
While I was working with a placement consultancy, we had one girl with us who did MBA - HR and Marketing. She was passionate about HR and was wasting her opportunity in a consultancy. She was given a position which was never filled as no one was ready to work for the client she had.
She was looking for job, couldn't find HR related job, shifted to Marketing (infact sales related job) but is happy.
Now about shifting of an HR person to Marketing, well a company might have done so for following reasons:
1) The person is academically fir for marketing
2) The person might be having some marketing or sales traits which he/she is not knowing.
These are the only two positive reasons I can come up with on the company's side.
If however, the person is not happy with the transition, the person should communicate the same to the seniors. Share the concerns and get an idea as to why are they making so huge transition?
If the person is not convinced, start looking for a new job and then resign with proper formalities done.
Hope this helped.
From India, Mumbai
Apart from the two positive reason given by Ankita; there can be other reasons :
- He may not have been able to handle the HR job adequately; and Management was kind enough to offer him another go at Marketing, instead of asking him to leave.
- He must have developed a liking for Marketing; and the Management agreed to his request.
It would not be proper to generalize such stray cases *which in statistics are considered Outliers !!
Warm regards.
From India, Delhi
- He may not have been able to handle the HR job adequately; and Management was kind enough to offer him another go at Marketing, instead of asking him to leave.
- He must have developed a liking for Marketing; and the Management agreed to his request.
It would not be proper to generalize such stray cases *which in statistics are considered Outliers !!
Warm regards.
From India, Delhi
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