Page 243 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes 9. Changing government role in human resources management.
10. National economic and business trends and their impact on job design and demands.
11. Problem of maintenance of interpersonal relations and sound human relations.
12. Social and religious conditions of the employees of the region.

(c) Purposes of Internal Mobility: The purpose of internal mobility are:
(i) To improve the effectiveness of the organisation: The organisational effectiveness depends
largely on how well the policies, programmes and procedures are implemented in
actual practice, which in turn depends on suitability of employee’s skill, knowledge,
commitment, etc., to the job requirements. Employees suitability to the job
requirements can be mostly secured through proper placement and job reassignment
to internal employees as and when vacancies occur. Employees contribution and
commitment would be maximum to the organisation when they are placed in the
right job. This right placement, in addition to other factors contributes much to
improve the organisational effectiveness.
(ii) To maximise employee efficiency: The employees existing skill, knowledge, etc., can be
aptly utilised when a proper job is assigned to him besides other factors. Upward
job assignment to an employee certainly helps in motivating the employee, boosting
his morale and improving his commitment to the job and organisation in addition
to utilising the skills of higher order which were highly to unutilised. Even horizontal
mobility of employee helps in reassigning the job were employees skill can be
better utilised. Thus the internal mobility helps for optimum utilisation of employee
skills and in turn maximise employee efficiency through motivation.
(iii) To ensure discipline: Discipline is highly essential to implement the programmes in
right time and in correct manner. Demotions can be used to ensure discipline and to
correct the wrong placements and job assignments.
(iv) To adopt to organisational changes: Organisational changes include operational changes
like changes in production levels and schedules, market levels, share, schedule and
direction, economic changes like inflation and deflation, changes in technology,
expansion, diversification, geographical spread etc. All these organisational changes
should be met by proper job reassignment to the existing employees. Promotions
meet the demand for higher order skills, transfers meet the demand for any adjustment
in the same or similar level of skills, knowledge, etc., whilst demotions meet the
demand of the depression.
14.3.1 Career Stages

A career includes many stages and transitions just as a person's life does. It can be easily understood
if we think of a career consisting of several stages.

Exploration

This is the career stage that usually ends in one's mid-twenties as one makes the transition from
college to work. From an organisational standpoint, this stage has least relevance as it takes
place prior to employment. However, the organisation can still track the minds of young people
by offering internships to them or offering on-the-job training to bright students. For the
individual, this is the stage of self exploration seeking answers to various puzzling questions
about careers.

238 LOVELY PROFESSIONAL UNIVERSITY