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employee is demoted to the post at a lower level. For example, a manager may be demoted as supervisor. Demotion is lowering of status, salary & responsibilities of an employee.
irregularities on the part of the employee. It is a lesser punishment as compared to dismissal. used as a method of last resort. Moreover, demotion carries adverse psychological effect on the employee.
Adverse conditions
Due to recession & other crises, an enterprise may have
Incompetence
Some of the employees promoted on the basis of seniority & past performance may fail to met the requirements of higher level jobs. Thus, Demotions help to correct errors in promotion
Technological changes
On account of changes in technology & work methods,
some employees may be unable to handle their jobs or adjust to new technology. These employees may have to be demoted
Disciplinary measures It may be used as a tool of disciplinary action against erring employees . It should not be used as a penalty for poor attendance record, violation of rules of conduct b/c such action produces defensive behavior without any improvement in behavior or performance.
demoted (reduction in operations, serious indiscipline etc.) should be clearly specified and made known to employees. should be competently investigated.
conditions & technological changes, the basis for demotion (seniority or merit) should be specified
be formulated.
A promotion should be made for appeal & review of
every demotion.
It should be an open rather than a closed policy.
organization.
The contractual relationship comes to an end.
circumstances.
Retrenchment sort of permanent separation by
an employer with due notice as per statutory provisions. The employee is also paid compensation.
of an employee from the organization for violation of organizational rules (dishonesty, carelessness, drunkenness, etc.).
Voluntary retirement the employer offers
attractive package of compensation to those who are willing for separation on voluntary basis. Such retirement leads to permanent separation from the job.
employee with information he or she needs in order to function comfortably and effectively in the organization.
Typically, induction and orientation will convey three
types of information:
General information about daily work routine A review of the organizations history, purpose, operations,
and products or services, and how the employees job contributes to the organizations needs A detailed presentation, perhaps in a brochure of the organizations policies, work rules, and employee benefits.
organization.
They worry about whether they are adequate enough
when compared to the experienced personnel or how the will perform on the job or even how well they will get along with the others.
For these reasons, effective induction and
orientation are deliberately aimed at reducing this anxiety. Information about the job is given, introductions are made and questions are answered