i am gokul. i would like to get details on difference between transfer and promotion in tabular form

The Distinction between Transfer and Promotion are as follows:


Sometimes vacancies are filled by internal movements of present employees. These movements are called ‘transfers’ or ‘promotions.’
Transfers refer to changes in which the pay, status and privileges of the new posts are roughly the same as of the old. In other words, a transfer is a lateral movement of an employee, not involving promotion or demotion.

A transfer may require an employee to change his work group, work place or organisation unit. Promotions refer to changes in which the pay, status and privileges of new post are higher when compared with the old.

The objectives of personnel administration are: (1) Effective utilization of human resources (2) Desirable working relationship among all members of the organisation and (3) Maximum individual development.

Transfer is used to place employees in positions where they may get greater job satisfaction and contribute their best efforts to the organisation.

Transfer is needed in the attainment of each of the above mentioned objectives. When an employee is placed in a position in which he can be most productive, chances for the effectiveness of the organisation in attaining its objectives are increased.

It should be the aim of any company to change the positions of employees as soon as the capacities increase and vacancies warrant.

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Transfer Pricing: Definition and Disadvantages
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The Distinction between Transfer and Promotion are as follows:


Sometimes vacancies are filled by internal movements of present employees. These movements are called ‘transfers’ or ‘promotions.’
Transfers refer to changes in which the pay, status and privileges of the new posts are roughly the same as of the old. In other words, a transfer is a lateral movement of an employee, not involving promotion or demotion.

A transfer may require an employee to change his work group, work place or organisation unit. Promotions refer to changes in which the pay, status and privileges of new post are higher when compared with the old.

The objectives of personnel administration are: (1) Effective utilization of human resources (2) Desirable working relationship among all members of the organisation and (3) Maximum individual development.

Transfer is used to place employees in positions where they may get greater job satisfaction and contribute their best efforts to the organisation.

Transfer is needed in the attainment of each of the above mentioned objectives. When an employee is placed in a position in which he can be most productive, chances for the effectiveness of the organisation in attaining its objectives are increased.

It should be the aim of any company to change the positions of employees as soon as the capacities increase and vacancies warrant.

Related Articles:
Setting Transfer Prices in Different Situations: 4 Situations
Cytoplasm Transfer and Genetic Transformation of Plant Cells
Priority of Seniority and Merit in Promotion Policy (with diagram)
Transfer Pricing: Definition and Disadvantages
Religious Movements in India
Factors Affecting Multinational Transfer Prices
Top 2 Types of Inter Departmental Transfer | Branch Accounts
Peasant Movements in India (with different views)
Sound Promotion Policy: 9 Essentials| Employee Promotion
Sound Transfer Pricing System (5 Objectives)
8 Main Objectives of Transfer in an Organisations..

The Distinction between Transfer and Promotion are as follows:


Sometimes vacancies are filled by internal movements of present employees. These movements are called ‘transfers’ or ‘promotions.’
Transfers refer to changes in which the pay, status and privileges of the new posts are roughly the same as of the old. In other words, a transfer is a lateral movement of an employee, not involving promotion or demotion.

A transfer may require an employee to change his work group, work place or organisation unit. Promotions refer to changes in which the pay, status and privileges of new post are higher when compared with the old.

The objectives of personnel administration are: (1) Effective utilization of human resources (2) Desirable working relationship among all members of the organisation and (3) Maximum individual development.

Transfer is used to place employees in positions where they may get greater job satisfaction and contribute their best efforts to the organisation.

Transfer is needed in the attainment of each of the above mentioned objectives. When an employee is placed in a position in which he can be most productive, chances for the effectiveness of the organisation in attaining its objectives are increased.

It should be the aim of any company to change the positions of employees as soon as the capacities increase and vacancies warrant.

Related Articles:
Setting Transfer Prices in Different Situations: 4 Situations
Cytoplasm Transfer and Genetic Transformation of Plant Cells
Priority of Seniority and Merit in Promotion Policy (with diagram)
Transfer Pricing: Definition and Disadvantages
Religious Movements in India
Factors Affecting Multinational Transfer Prices
Top 2 Types of Inter Departmental Transfer | Branch Accounts
Peasant Movements in India (with different views)
Sound Promotion Policy: 9 Essentials| Employee Promotion
Sound Transfer Pricing System (5 Objectives)
8 Main Objectives of Transfer in an Organisations..