2. ANCILLARY TOPICS GOAL SETTING PRAMOTINS AND TRANSFERS SEPERATION RETIREMENT VRC (voluntary retirement scheme ) DEPUTATION DEATH. RETRECHMENT

3. GOAL SETTING GOAL COMMITMENT. The willingness to work towards attainment of goal is main source of job motivation, GOAL SPECIFICITY specific and clear goals lead to greater outcomes and better performance. The more specific the goal, the more explicity performance will be affected. GOAL DIFFICULTY. Goal are proven to be an effective motivation tactic if difficulty is taken to the consideration.

4. 1. SSpecificWhat, Where 2. MMeasurableFrom & To 3. AAssignable Who 4. RRealistic Feasible 5. TTime-Based When

5. 2 PRAMOTIONS Promotion is defined as giving higher position to the employee, which carries high status & more responsibilities o ADVANTEGES OF PROMOTION o High moral employees is achieved. o No extra training cost. o Reward of giving good performance is sure.

6. TYPES OF PROMOTION HORIZONTAL PROMOTION VERTICAL PROMOTION DRY PROMOTION

7. HORIZONTAL PRAMOTION ; It involves an increase in responsibility and pay however the job classification remains the same. Eg. lower division Clerk promoted higher div. clerk VERTICLE PROMOTION ; There is a change in the status, responsibilities, job classification, and pay. Eg. production superintend is promoted as production manager.

8. DRY PROMOTION It refers to increase in responsibilities and status without any increase in pay or other financial benifits. Eg. Professor in a university in a HOD.

9. DEMOTION “Demotion is reassignment of an individual to a job of lower rank and pay usually involving lower level of difficulty and responsibility.” “ UNHAPPY EMPLOYEES ARE NOT TOP PRODUCERS” Reasons for Demotion 1) Unsuitability of employee to higher level jobs: Employees are promoted based on the seniority and past performance. 2) New technology and new methods of operations demand new and higher level skills. 3) Life style preference :

10. Difference between Promotion. and Demotion Demotion is increase in rank and promotion is increase in rank. promotion are slightly more frequent time than demotion. The effect of promotion is smaller in magnitude than a effect of a demotion.

11. TRANSFERS A transfer is change in job where the new job is substantially equal to the old in terms of pay, status, and responsibility. TYPES OF TRANSFER 1: PRODUCTION TRANSFER 2: REMEDIAL TRANSFER 3: VERSATILITY TRANSFER 4: SHIFT TRANSFER

12. PRODUCTION TRANSFER These transfers are made from one department where the labour requirement are generally reduced to departments where labour needs are increasing or vacancies have occurred through separation. REPLACEMENT TRANSEFER : Replacement transfer are similar to production transfers it used to replace a new employee with an employee who has been in the organisation for a long time.

13. REMEDIAL TRANSFER Remedial transfer refers to rectification of wrong selection or placement of employees. If the employee can adjust himself in the given job he can be transferred to the job where he can use his skills and abilities accordingly. SHIFT TRANSFER : This is a common type of an employee from one shift to another on the same type of work.

14. SEPARATION It is defined as the voluntary or involuntary. Voluntary separation is generally through a well defined exit process of organization, propelled by the employees resignation. TYPES OF SEPERATION VOLUNTARY SEPERATION: 1) RESIGNATION 2) RETIREMENT NON VOLUNTARY SEPERATION 1) DISCHARGE 2) RIGHTSIZING

15. VOLUNTARY SEPARATION 1) RESIGNATION A resignation refers to the termination of employment at the instant of the employee the administration of separation caused by resignation is very simple because the employee himself or herself is responsible for it. 2) RETIREMENT Majority of employees are separated from the organisation by way of retirement. A retirement is the discharge of an employee from his services at the attainment of a certain type of predetermined age. every organization should have clear cut rules as to the retirement an should also help the employees for adjusting after retirement.

16. VRC (voluntary retirement scheme ) method used by companies to reduce surplus staff. the retirement is not to be filled up. The retiring employee shall not be employed in another company or concern.

17. RETRENCHMENT The reasons could be retirement, discipline, continued ill health etc. DISCHARGE Discharge is permanent separation of an employee either after the contract period or for inadequate performance. DISMISSAL This is termination of an employee as punishment for misconduct.the employee is always given an opportunity to explain his/her and is asked to provide to show caused

18. Suspension This is a serious punishment and is generally awarded only after a proper enquiry is conducted. This is a non permanent separation of the employee for misconduct or disciplinary reason. LAY OFF A lay of is a temporary dismissal of employee because of reasons that are beyond the control of the employer it mean the refusal failure in ability of the employer to provide work to the employees. LIFO- Last in first out principle when retrenching & LOFI last out first in when recalling.

19. 1) GOLDEN HANDSHAKE AND SEVERAL PAYS Employee agreement which states that the employer will provide a significant severance package if the employee loses thier job. it usually provided to top executives for loss of employment through lay off, firing and retirement. 2) SEVERANCE WILL INCLUDE: Prior notice, family allowances, overdue vacation, salary prorated for time worked before the next pay period.

20. PINK SLIP Th is is a dreaded document that all employee to be retrenched are presented with. The pink slip is generally use for contractual employees or in an organization. that have the “HIRE & FIRE POLICY”. it is mostly used in western organization. Indian organizations are controlled by the industrial disputes Act which does not allow immediate or unreasonable dismissals.

21. Exit interview. An EXIT INTERVIEW is a process that the employee is supposed to go through with the HR representative after he/ she has quit and served notice.The data collected is used as feedback for the organization to improve on the processes.