CAREER TRANSITION A. What is a Career? 1.

A career is a service of work-related positions, paid or unpaid, that helps a person grow in job skills, success, and fulfillment. Gary Dessler. B. Career Transition Career transition refers to shift of positions, status, profession or any role-position of a person in an organization. Career development is the lifelong series of activities that contributes to a persons career exploration. Career planning is a deliberate process through which someone becomes aware of personal skills, interests, knowledge, motivations and other characteristics; acquires information about opportunities and choices; identifies career related goals; and establishes action plans to attain specific goals. 1. Orientation 2. Promotion 3. Transfer 4. Demotion 5. Retirement 6. Resignation 7. Layoff or Downsizing 8. Termination- discharge, dismissal etc. Orientation a) Orientation is a procedure for providing new employees with basic background information about the firm.- Gary Dessler. Why Orientation 1. To introduce organisation to new employees. 2. To reduce the reality shock. 3. To help employee reduce first day jitters. 4. To help employees to settle their minds with the job and the organisation. Orientation Schedule 1. New employees sign up. 2. Refreshment tea. 3. Orientation information session. - Address of key executives. - Supply of information handbooks, leaflets etc - Showing videotape, movie show etc - Question-answer session. 4. Complimentary lunch. 5. Home office tour. 6. Factory site tour. 7. Orientation interview

8. Performance assessment. 9. Follow-up interview after three to six months employment. Problems of Orientation Program 1. Too much or too little information may overwhelm or annoyed the newcomers. 2. Non- cooperation of supervisors by not releasing employees for the programs, or not conveying information to new employees. 3. Lack of support from the key executives. D. Promotion Concept of promotion Promotion is a type of transfer involving the reassignment of an employee to a position that is likely to offer higher pay and greater responsibilities, privileges and potential opportunities. Wendell French iii) Promotion Bases a) Seniority Basis : The period of service is taken as a basis for selecting the candidate for the promotion. Merits It ensures commitment and engagement into the job. It motivates incumbents to stay in the organization for a longer period. It increases the employee morale and sense of belongingness with the organization. b) Merit Basis: The performance and achievement are taken as the basis for selecting persons for the promotion to the next higher position. Merits It attracts meritorious and brilliant person to the organization. It enhances organizational dynamism, creativity and innovation that ensure its sustainability and competitiveness in the market. b) Mixed Basis: A combination of merit and seniority is taken as the basis for promotion. Merits It satisfies both merit and seniority qualifications of the candidates. It makes the organization versatile and integrated with opposing demands of the incumbents. iv. Objectives of Promotion 1. To furnish an effective incentive for initiative, enterprise and ambition.

To conserve proved skill, training and ability. To reduce discontent and unrest. To attract suitable and competent workers. To suggest logical training for advancement. To recognize an individuals performance and reward him/her for his/her work. 7. To build up morale, loyalty, and sense of belonging on the part of t he employees. 8. To create among employees a feeling of contentment wit h their present conditions and encourage them to succeed in the company. Types of Promotion 1. Benefit Promotion 2. Dry Promotion : Upper position without any financial or benefit increase. E. Transfer : Transfer is a reassignment of employees from one job to another, one department to another, one shift to another or one geographic location to another.- Wendell French. Why transfer: 1. To reassign an employee with a history of poor performance or problem behaviour whom the department head does not want to keep on staff. 2. To ensure a close match between an employees qualifications and the new position. 3. To relate the employees present wage or salary to the compensation offered in the new position. 4. To make an employee versatile or knowledgeable about the various jobs of the organisation. 5. To meet an employees own request, when he/she feels uncomfortable on the job because of his/her dislike of his/her boss, or his/her fellow worker or because of better opportunities for his/her future advancement do not exist there, or because of family problems etc. 6. To help employees work according to their convenience. 7. To penalise the employee. Problems of Transfer Cost Human problem Duel career couple problems. Demotion A demotion is a downward transfer that involve with a cut in pay, status, privilege or opportunity. Demotion refers to the lowering down of the status, salary and responsibilities of an employee. Causes/Objectives of Demotion

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To meet the need for organizational staff reductions. To execute a disciplinary penalty. To remedy a previous mistake in staffing. To execute a mutually satisfactory arrangement that stem from an employees health problems or changing interests. Problems of Demotion 1. Demotion is a shock to the affected employee and brings about the kinds of reactions associated with a career crisis. 2. The demoted employee will be a problem child in the organization. E. Employee Separation 1. Retirement Retirement is the separation of older employees from the organisation. It involves a radical change in lifestyle of the incumbent. It is an end of a members meaningful relationships and experiences with the organisation. 2. Retirement program: i) Phased Retirement : The policy is designed to give retirement rehearsal to the possible retiring employee. It prepares the employee for the retirement. It allows the employees nearing retirement to reduce gradually the number of hours they work per day, week, month or year. The program starts much ahead of time i.e. 2/3 years ago of retirement. The may have the following versions: a) Gradual reduction of workweeks. It reduces the work weeks of the retiring person, such as 50 weeks instead of 52 weeks in the first year and 45 weeks in the second year etc. b) Progressively longer vacations with pay. The retiring person will get longer vacation like 10 days instead of 5 days during Eid or Puja festival. c) Progressively longer leaves without pay. The retiring person will be given longer leave without pay during convenient occasion like summer or winter seasons so that he can have some experience with passing leisure time. ii) Deferred Retirement : The policy refers to a system of 1 year or 6 months leave before retirement given at a time after which the final retirement starts. This long time leave puts the retired person in a situation with which he/she does not know how to deal with. iii) Direct Retirement: This policy directly gives an employee retirement without any leave. This sudden absence of work puts the employee in a burdensome situation. He/she does not have any mental preparation for such a long leisure time. This may cause frustration.

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4. Retirement Benefits: The general benefits are: i) Gratuity. It is generally expressed in terms of time of last drawn basic salary or wage. In case of daily basis workers or piece meal wage system, it should be a lump sum amount. The entitlement for the gratuity is conditional to a specific period of service. So, that service period must be mentioned in the retirement policy. ii) Provident fund: Generally two types of provident fund policy are followed widely among the firms. (1) Contributory Provident Fund where employee and employer both contribute to the fund at a fixed rate fixed by the agreed upon decision by both the parties. Government rule sets 10 percent of the basic salary as a contributory share of both employee and employer to the fund by the provident fund Act. (2) Noncontributory Provident Fund where only employees contribute at a rate agreed upon by both the parties. iii) Group insurance benefit. It is given in a lump sum to be payable to retiring employees. It is also conditional to certain amount of period of service. It also varies with the variations of service. iv) Pension. The entitlement of the pension is conditional to a specific period of service. Generally, pension is given as a percentage of the last drawn basic salary. v) Encashment of leave. The incumbent is entitled to get certain amount of Earned Leave. The Employment of Labour (Standing Order) Act 1965 has specified the days of earned leave, which is 22 days in a year. The government, semi or autonomous organisations employees are also entitled to such days of earned leave. The pension policy should mention Whether the earned leave which has not been taken by the employees would be accumulated or not. The days of accumulation. Such as, the earned leave could be accumulated up to 3/6/12 months. The provision of the encashment of the accumulated earned leave. such as 3/6/12 months accumulated earned leave will be paid by the firm in terms of the basic pay of the concerned employee. 5. Retirement ceremony: The retirement policy should mention in clear term that any ceremony would be held for the retired employees to give them formal farewell. This will maintain consistency in giving formal farewell. Resignation Resignation is a voluntary separation from the end of the incumbent. There shall be no benefit from keeping an unwilling employee in the organization. So, every disinterested person should be allowed to go away in a mutually benefiting manner.

The HRM should set a resignation policy that shall specify the process in clear terms without any ambiguity and should contain such provision that will help the organization to know it early to make a suitable replacement on time. The policy should have the following provisions: i) The minimum period of service required for the execution of the resignation. ii) In case an employee does not serve the minimum service period, the amount of compensation to be given to the company by the jobholder for the resignation. iii) The period of notice. A period is mentioned in the policy such as 2/3/4 months before which the incumbent must inform the company about his/her intention to resign. iv) The financial compensation/burden that must be paid or surrendered by the incumbent if he/she fails to give notice on time. v) The exit interview. It is taken to identify the mistakes, faults or any shortcomings in any policy or physical environment of the organization that must be improved to prevent unwanted resignation. Layoff Layoff is the temporary or indefinite removal of employees from the payroll. - Wendell French. Reasons 1. Organization faces a shortage of supply or fall of demand or sudden breakdown of machinery or any situation that compels it to stop production in which workers or employees are temporarily retrenched. 2. Reduction of organizational burden. 3. Avoidance of bankruptcy. Problems 1. It reflects an organisations serious financial problems. 2. It depletes organisations valuable human resource. 3. It damages the moral and security of retained employees. 4. It does not lead to improve profits and stock prices over a subsequent period. The layoff would be made as per law or the layoff policy of the organisation. H. Termination Termination refers to forced separation due to the fault of workers or to the desire of the employer. Process 1. 2. 3. 4. Prepare and inform all employees the termination process. Document unsatisfactory performance. Follow the law strictly. Provide all termination benefits.