Transfer and Mobility Policy in General Insurance PSU's, a harassment over another harassment of non promotion.

The reason behind the immobility among the employees of General Insurance PSU's is due to lack of promotions.

The Employers and Employees perception about TMP.

The Transfer and Mobility policy for Class III & IV employees is implemented in the Public Sector General Insurance Sector with a view to improve customer service and better performance. According to the Managements perception, lack of mobility is the reason behind the poor output and performance from the employees.

The Employers perception

The employers perception on the Transfer and Mobility Policy implemented in the Public Sector General Insurance Industry may be “ An employee after completing 10 Years of service in same place can be transferred and no employee will be escaped from transfer”.

The Employees perception

The transfer and mobility policy can be implemented in such a way that, “an employee after completing 10 years of service in the same cadre can be upgraded and transferred” and instead of “no employee will be escaped from the transfer”, can replace with “ no employee will be excluded from promotion”.

Attention - Boston Consulting Group & PricewaterhouseCoopers
(Management Consultants of General Insurance PSU's)

The only way to implement the mobility and get the desired result is to implement the TMP along with the implementation of Assured Career Progression Scheme as recommended by the 6th pay commission. And no management consultants will suggest a better solution.

“DON'T EXPECT A PERSON TO DELIVER RESULTS IF YOU HUMILIATE HIM”

Dr. A P J ABDULKALAM

Minimum One Promotion in life time for Assistants – WHAT AN IDEA SIRJEE..

New Promotion Policy 2008 for SCS Staff in the General Insurance CompaniesPromotion exercise for Class II, III & IV was pending for the last 5-6 Years. As per the new promotion policy 2008, under Para 14, the flag company of South India announced 5 UR vacancies of Sr. Assistants after a long waiting time of 6 Years. The panel published by this company shows the pathetic situation in the cadre of Assistants and their aspirations.Minimum One Promotion in life time for Assistants – WHAT AN IDEA SETJEE...It's the pity of this industry(this industry only) that 100's of employees(in 1 Region of One Company) waiting for the mercy of considering for one time promotion in life time(Promotion Exercise 2008 for SCS Staff- Promotion under Para 25A of Promotion Policy) or getting a grade change, with 18-25 and more service and the acquired Technical & Academic qualifications like M.B.A, M.C.A, M.A, M.Phil, C.A, ACA, F.I.I.I, A.I.I.I, LLM, LLB and other Diplomas in Computer Applications and Management.

6th Pay Commission suggests 3 upgradation in the service period

Three up gradation will be granted under assured career progression (ACP) scheme at 10, 20 and 30 years as per the modified ACP scheme recommended by the 6th pay commission.

BOOSTING EMPLOYEE MORALE OR DEMORALISING ?New Generation companies are trying their maximum to boost employee morale. Whether these public sector insurance companies are trying to boost employee morale or demoralise them?.

Provide all means to staff to grow, evolve..

Quite often managers moan about under performance of employees. The environment, culture, development opportunities, rewards and recognition are important facets of an organisation that help shape employee performance. Environment is the organisational core that supports work. Most organisations create environments that act as comfort zones to attract employees. Attractive environments are no doubt necessary to motivate employees to come to work but they are not enough to motivate high performance. The workplace environment should not only be attractive and comfortable, it should also be challenging enough to inspire the employees to give their best. The performance standards of employees rise only when they truly enjoy what they do. Employees require opportunities to learn, grow and evolve.

Organisations recognise their employees need to constantly upgrade their skills and keep abreast of changing times. In the absence of opportunities to apply, most of the knowledge and skills gained become useless. Hence the organisations should plan and execute the employee development programmes in such a way that both the individual and the organisation benefit. Rewards and recognition play a significant role in boosting employee morale. Traditional models of performance appraisals, compensations and merit increases often fail to achieve the desired results. Professional growth and career planning are not accorded adequate importance in the traditional system. An organisational environment and a business culture that values, develops, motivates and rewards employees can bring about top class performance from its workforce.

The Public Sector General insurance companies are constantly lacking this behaviour. If these public sector companies aim for a developmental approach, and targeting an overall growth in this competitive environment, they should allow their employees to grow proportionately with the management. Ignoring this core group of employees and their aspirations will retard the future growth of this industry.