Recently, the news of many K12 educational institutions has aroused heated discussion, such as the earlier Giant Education announced that it would stop running schools due to business difficulties, and not long ago, Elite Education officially announced bankruptcy, and even New Oriental, which once had unlimited scenery, could not avoid the result of laying off 40,000 people and basically shutting down the discipline business. It is not difficult to see that the "double reduction" policy is really acting vigorously, not just talking.
In this storm, those who have been laid off are anxious to find a new way out, while those who remain in office are faced with a choice: internal transfer? Or find another way? Relevant reports pointed out that for some training teachers in some training institutions, being laid off is a relief, and they are facing the embarrassing situation of no shift to take and disguised job transfer and salary reduction.
Therefore, when many employees receive the transfer notice, they have doubts and unwillingness in their hearts: When I am asked to transfer, is it not the prelude to resigning from me?
Is this really the case? Does an internal transfer mean the dismissal of the employee? Under what circumstances will there be an internal transfer?
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According to Baidu Encyclopedia, "Internal job transfer is to adjust the position of employees within the company to meet the needs of the company's personnel and the personal development needs of employees." Including internal job adjustments, job promotions/demotions, etc. ”
In order to achieve internal transfer, from the formal process, it is necessary to obtain the consent of the three parties: the consent of the leader of the original department, the consent of the leader of the receiving department, and the consent of the HR human resources department. Simply put, someone is willing to let you go, and someone is willing to accept you without violating the rules or principles of the company's HR department.
<h1 class="pgc-h-arrow-right" data-track="5" >2. Can I apply for a transfer by myself? </h1>
Internal job transfers are actually very common within the enterprise, and you can browse your own company's employee handbook or consult the personnel department before applying. And to succeed in the transfer, I suggest you do three things well:
1. Communication with the leaders of the original department
Internal transfer most of the time means that you have to change a leader, and how to communicate with the leader about your transfer intention without misunderstanding, it is particularly important, you can highlight the following:
a) In the current department of their own growth and work experience, thanks to the department leaders and colleagues for their own cultivation;
b) Reasons for job transfer: explain their advantages at this stage and the matching positions and departments, if they can be transferred, their advantages will be more exerted and contribute more to the company;
c) Show attitude: If the leader agrees, then thank the leader for the decision, if for various reasons can not be mobilized, they will also obey the arrangement of hard work.
2. Communication with the leader of the receiving department
Since you are interested in going to this department, first you need to have a certain understanding of the department. For example, what new projects you plan to carry out, what positions are in short supply, etc., according to the information collected combined with SWOT analysis, clarify your strengths and weaknesses, so that you will be more aware of your preparedness when communicating with the leaders of the department.
You can also grab a project or position of interest to tell your ideas and plans, and the focus is to make the leader realize that you are not only a usable talent, but also a talent that matches the needs of the department. After all, excellent talents are easy to find, and excellent and suitable talents are more important.
3. Talk with HR human resources department
When the leaders of both departments have finished communicating, they need to communicate with the personnel department. You may wonder: if the department leaders have agreed, will the personnel department still reject the application?
The personnel department considers not only the wishes of the department and individuals on the issue of internal job transfer, but also thinks about more issues from the perspective of the enterprise. For example, after agreeing to your personal application, will others also apply one after another? How to deal with the labor contract and salary issues that may be involved in the transfer? Issues such as these are things that hr departments need to think through.
Therefore, you need to clearly describe to the HR department the reasons for your application for transfer, explain the opinions of both departments, and hope that the HR department can conduct an interview with you, hoping to get hr support and guidance.
If you can do all three of the above things well, then it is not very difficult to get your favorite position through internal transfer.
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Several of the companies mentioned at the beginning have carried out large-scale layoffs and internal job transfers due to operational problems or strategic adjustments, which may have led to employee dissatisfaction due to improper practices in some aspects. So how to carry out internal job transfer in order to achieve a win-win situation between enterprises and employees?
Internal transfers generally need to follow the following principles:
Job transfer is an inevitable need for the development of the company's production and operation
Transfers are not punitive and insulting
The transfer needs to be in line with the actual situation of the employee, and the higher the matching of the personnel, the better
In addition, it is necessary to comply with relevant laws such as the Labor Law, and the transfer process is legal and compliant.
Therefore, a major focus of the implementation of internal job transfer is to meet the development strategy of the enterprise, while achieving job matching, to achieve these two points, the enterprise can first carry out talent inventory.
Talent inventory, also known as comprehensive talent evaluation, is through the inventory of organizational talents, so that people and the organization match, and the content includes a clear organizational structure and changes in job development, and can determine the ability level of employees, tap the potential of employees, and then put the right people in the right position.
Talent inventory can not only help enterprises better implement internal job transfers, but also understand the current situation of internal talent development, tap high-potential talents, and provide scientific basis for talent training plans.
There are several steps to conducting a talent count:
a) Establish competency standards for the target position: including but not limited to values, professional skills, intrinsic qualities, mental health level and other dimensions;
b) Implement talent assessment: combined with the method of "performance appraisal + talent assessment", fully understand the external performance and inner potential of talents, and form the nine palace grids of talents;
c) Application of inventory results: The results of the inventory are combined with the actual needs of the enterprise and can be used in different scenarios, such as the targeted training of high-potential talents, the incentive and commendation of high-performance talents, the supplement of talents in missing positions, and the internal transfer based on the principle of job matching.
Talent inventory is only a process, focusing on how enterprises can better use the results of talent inventory.
Based on years of experience, we recommend that enterprises do a talent inventory at least every two years, select certain departments for inventory every year, and apply and track the results of the inventory. Only in this way will we enhance the vitality of talents and the matching degree of people and posts.
In summary, internal transfer is not necessarily a "dismissal hint", but may also be a more suitable job for you. However, if it is a violation of the law, it is still recommended that you find a way out early and make another plan.