What are the four types of employee movements?

Employee Movements – An overview           

The employee movement component facilitates maintaining a record of the career movements of employees of an organization owing to promotion, transfer separation or rehire. Note that only employees who were on the regular rolls of the organization are eligible for these employee movements.

Through this component, you can perform the following activities:

• Initiate and authorize employee promotion, transfer or promotion with transfer and also view the promotion/transfer details.

• Initiate and authorize employee separation and also view the separation details.

• Initiate and authorize employee rehire as well as view the rehire details.

Employee Promotion: Promotion refers to an incremental change in the position of an employee in the organizational hierarchy. It can be the result of the initiative taken by the supervisor concerned to accord due recognition to an employee’s performance, or based on any formal HR processes in the Organization pertaining to promotion. Note that promotion can be initiated only for regular employees of the organization and not for contract employees or employees having a consultant status etc.

While recording promotion details, the system displays the current details of the selected employee like the employment unit to which he/she belongs, present job, name of the supervisor etc. You can view the details and specify the new values for these details consequent to promotion. You can also specify the changes in the compensation details of the employee. Also, while specifying the compensation details, the system facilitates viewing the internal equity details which enable comparing the compensation drawn by the employee with other employees having the same qualifications, experience etc. This basically helps in taking a rational decision with regard to the incremental changes that need to be effected in the compensation of the employee consequent to promotion. The “Employee at a Glance” feature provides the complete information pertaining to the employee like his/her identification and current work details, synopses of educational qualifications and work experience and the details of the assignments he/she has handled within the company.

The promotion of an employee will take effect following authorization by the supervisor/HR user concerned. The authorizer can also make necessary changes to the promotion details specified during the initiation process before giving authorization.

When an employee is promoted, the Job Level of the new Assignment should be above the current Job Level in the Organization’s Benchmark. For Example, an Employee with Job Level as JLP7 in an Employment Unit (say Philadelphia) could be given a Promotion in a different Employment Unit (Orlando), and the new Job Level could be JLO6. In the Organization’s Benchmark, JLO6 should fall above JLP7.

Employee Transfer: Transfer refers to a primarily functional/departmental change in the employee’s job or a change in the work location. Such a change may or may not be accompanied by a promotion. The user selects the employee to be transferred and records the relevant details like the date from which the transfer should take effect, the new position, department, job, grade set, grade, employment unit etc., and the record is submitted for authorization.

The system facilitates promoting or transferring employees in bulk. This can be based on some organizational policies for e.g., there could be a policy to promote all Graduate Trainees as Junior Managers after completion of two years of service in the Organization. The Organization may also make a decision to promote all employees who have completed a certain period of service in the Organization, irrespective of the Position/Job. Any such policy decisions can be handled with the help of a Business Rule in Promotion and Transfer which will become applicable at the time of Initiating the Promotion /Transfer process.

Employee Separation: Separation refers to the termination of the services of the employee due to retirement, resignation, dismissal due to disciplinary action, death or disability or any other reason. The process of separation entails computation of the settlement amount and the conducting of exit interview, during which relevant information regarding the reasons for separation and other feedback is sought from the employee. The data collected in exit interview can be used for improvisation of HR processes and other systems in the organization.

The authorizer can decide whether the employee would be eligible for rehire. If the employee is not eligible for rehire, for example, if his/her services are terminated due to disciplinary action, the Organization may decide on not considering him/her for rehire.

The system also facilitates a back dated separation. For example, consider a business scenario, where an employee has to be terminated backdated. This situation will happen when the said employee is under suspension pending enquiry. If after the enquiry the employee has to be terminated from the reported day of misconduct, the back dated separation feature facilitates the same.

Employee Rehire: Rehire refers to the process of hiring employees who worked in the organization previously but have been separated for various reasons like better prospects elsewhere, studies/training etc.

During separation, the authorizer can specify whether the employee is eligible for rehire or otherwise. The employment details that were in effect before separation will be defaulted during rehire. The user can make the necessary changes reflecting the new assignment for which the employee is being hired. The reasons for rehire can be recorded and used to generate a report about the number of employees rehired and the reasons for rehire.  Note that only employees who were on the regular rolls of the organization are eligible for rehire.

 Getting familiar with the activities inside

By Chron Contributor Updated April 27, 2021

Small business that have a lot of employees require effective human resources management to keep track of and manage the work force. Headcount management is a task performed by human resources that aims to quantify what employees do and track the movement or transfer of employees between departments or outside the company. This type of analysis helps an organization determine the best way to use workers within the organization and where to allocate those employees.

A primary goal of headcount management is to optimize the work force of an organization based on responsibility, workload, business strategy and budgetary constraints, explains the talent journey platform People Fluent. An effective headcount management system works within an established budget and creates a database with statistics about the personnel and payroll. Additionally, many headcount management systems assign codes to employees and create detailed and up-to-date charts about the use of the work force within the company. Two things that headcount managers pay close attention to is movements and transfers.

Movement happens when someone moves around the organization instead of being static in one place. For instance, if an employee is learning several aspects of working for a company, they might spend six months in the sales team before moving to the finance team. Movements can be for short periods of long periods but they are not meant to be permanent. Another word for them is rotation.

Movement within an organization results from several factors. Movement can result from training programs, expansion, upskilling, termination and the voluntary departure of other employees. The human resources demands of the organization and the availability of employees also drive movement within an organization.

Transfers are often used within a business when the worker is needed elsewhere on a permanent basis, or when the worker can no longer coexist with the other workers or supervisors in his current department due to employee relations issues. As the website whatishumanresource.com explains, a transfer is generally considered a permanent lateral move within a company and is designed to retain an employee who might otherwise be unsatisfied with his current location or job within the company.

Similar to movements, transfers within an organization also occur for a variety of reasons. In many cases, a transfer results from a labor shortage in one department of an organization. An organization can have temporary or permanent transfers. For example, a company might choose to temporarily transfer a specialized employee that has skills required in a different department or geographical location. On the other hand, a permanent transfer might result from the closure of a department and the reassignment of employees from the closed department to new areas within the company.

Headcount management should also forecast the supply of labor by analyzing the internal and external factors that affect the organization. These external factors include unemployment, the economy, compensation offered by the competition and growth or contraction. The internal factors, on the other hand, include the capabilities of the organization and the organization’s human resources needs.

The headcount management system should also record the current status of all employees and include information such as age, service, skills, department and grades. Maintaining an accurate headcount database of the labor force can help to eliminate redundancy and identify problems resulting from movement and transfers within the organization.