CHAPTER ONE

1 INTRODUCTION
1.1 Background of the study
Employee promotion , transfer , and termination are parts of employment aspect that
require proper management . Employee promotion refers to the increase in
responsibility , status ,and increased rate of pay or salary . Whereas transfer refers to
the movement of an employee from one job to another on the same occupational level
and at about the same level of wage or salary. Termination is composed of employee
suspension , lay offs and resignation .These aspects of employment are very sensitive
areas because employees give greater concern fro them . As it is the case in reality ,
when employees feel that they are badly treated in theses aspects or they believe that
there are poor rules to administrator these employment aspects ,they lose hope on
their organization and consequently , their performance decline which contributes to
the failure of the organization . However , if an organization tries continuously to
have employee confidence on the rules that govern these employment aspects , the
resultant positive effect will be great to the organization .
1.2 Background of the Organization
Awassa civil service commission , formally called Bureau , was established in
1985 E.C. currently , it has 63 workers . the responsibilities of the commission
include .
 Controlling the execution of policies , law , rules and regulations that
are issued regarding the administration of government workers .
 Performing government ‘s workers employment ,assignment ,
promotion , salary increment , transfer , training , and respect of
discipline in accordance with the government’s workers laws , rules
and regulations.
 Recording government workers detail conditions and preparing
statically information.
 Giving last decision when it is request that the service of government
workers to be enlarged beyond their retirement age .
 Controlling the reliance of organizations on the rule when they
employee seasonal workers .
1.3 Statement of the problem

Facing the complex and frequently demanding environment, to survive and be

competitive, an organization is expected primarily , to make valuable efforts towards
the establishment and maintenance of conductive internal working environment that
facilitates the attainment of organizational and personal objectives for its employees .
f , it is possible to an organization .In this way , after strengthening itself , it is
possible to an organization to step forward to challenge and exploit the external
environment to become profitable .However ,to do otherwise means disastrous failure
.
Therefore , having conductive internal working environment is , above all ,the basic
and fundamental requirement .One of the ways of creating such environment is by
Formulating sound rules thst properly address the interests of the organization and its
employees, when employees see that their interest is reflected and protected by the
 rule , they develop a sense of belongingness and trust the organization and improve
their performance to attain the stated goals their by to meet their personal objectives ,
in connection with this , rules that govern the administration of employee
promotion ,transfer , and termination are , by far , very important for both parties .
Since employees have greater concern for these aspect of employment , organization
should try to have well established rule of these aspects .
However , contrary to this fact the issue of employee promotion , transfer and
termination have long been a point of friction between management and employees ,
which coasts the organization a lot .
From the commonly shared truth that organization may be at the position of less
capable in attracting , motivating , maintaining their work force ,due to
 Leadership may not favorable in managing organization resource.
 Employees may not task oriented as well as satisfied in their jobs
 Customer may not served according to their expectation and may dissatisfied
and their might be complaints.
 Achievement of organizational goals may face challenges
Questions to be answered
1. Do the existing employment, promotion and practice of the agency contribute for
employment productivity?
2. What problems are their in the rule of promotion and transfer?
3. How the employment promotion, transfer and termination occurred in the
commission ?
4. What is the reason behind the commission for improper promotion and transfer

1.4 Objective of the Study

General Objective
- To asses the impact of promotion, transfer and termination on employee
Productivity.
Specific Objective
- To examine the rule of promotion .
- To see the transfer and termination rule of the commission.
- To find out what out looks employees posses towards these rules.
- To see how the existing rule of promotion, transfer, termination, affecting the
employees productivity.

1.5 Significant of the Study

The finding of this study are , assumed to be very helpful for the organization and
other organization in improving their rule of promotion , transfer and termination will
be to the interest of the organization , employees and their society will no the fair way
of rule and regulation so that discrimination , corruption and communication berrior
will be declined .
1.6 Delimitation of the Study
In this study , an attempt is only made to examine the rules that govern the promotion
,transfer, and termination of employees and to find out what out look employees
posses to wards this rules .
1.7 Limitation of the Study
 The major limitation of the study may be time , finance and also information
regarding actual document figure , main or key documents of transactions , other
relevant figures and book of reference .
1.8 Key term
Promotion – refers to increase in responsibility, status, and increasing rate of pay or
salary.
Termination – is composed of employee suspension layoffs and resignation.
Transfer – the movement of an employee from one job to another on the same
occupational level and at about the same level of wage or salary.
1.9 Organization of the Paper
The first chapter of the paper the introduction followed by literature review,
discussion and analysis , conclusion and recommendation in chapter two , three and
four respectively .
CHAPTER TWO
2 LITERATURE REVIEW
Organization could have what ever amount of capital that can be expressed in terms
of billion dollars and other resource for their operation . The only, however , life-
giving element that adds value and make productivity this resource is man power .The
very existence of any organization depends largely on its human resource .Essential
function of an organization strive for the activity involvement of human resource –
with out the key rule of them , these functional lifeless and have no significant value
to the organization which means , in other words , that the survival of the
organization with out people and thinkable .
Even though , there are many resource in an organization , the human resource waits
largely about all resource .The other resource may be very important to the
organization but with out people to use them meaningful , they are valueless and the
organization has no any life to .Since proper human resource management has very
significant advantage , it is clear that organization could exercise proper human
resource management .( Boone and Kurtz , 19874 , p-243).
2.1 Employee Promotion
2.1.1 Definition :
Employee promotion is the advancement of an employee to a better job which
requires greater responsibility and skill with better salaries and better working
conditions . If an employee advancement does not involve such improvements , isn’t
consider as promotion of creating such environment (pigors and mayers , 1981 , p/
303-304).
2.1.2 Purpose
The main purpose of employee promotion is that to increase the performance of the
organization in achieving its service and profit objectives .when an employee is
promoted to the position in which he can contribute most , change for successful
outcomes of the organization for which he works are as a result increase d . It should
be the goal , therefore , of any organization to change the position of its employee as s
soon as their capacities develop and opportunities exist ( J . Jucius , 1963 , p.220)
2.1.3 Handling promotion
The actual management of promotions by line officials provide the personnel
administrator a very nice chance to develop understanding and acceptance of the
management police . In his relation with supervisor, he can give emphasize on the
importance of skill full policy administration. In selecting candidates for promotion , the
exercise of carry in review of both an objectives records of performance and appraisal is
essential . the man to be selected should not be chosen casually or based on something
that happen recently . Employees are untitled to know in advance the challenging that
will affect them, even the outcomes for them are negative. Employees who are an able to
mange more skilled and responsible jobs should not be incorrectly encourage.
When a management decision on promotion is disputed , however , the resulting contact
with aggrieved employees (and union representative ) gives a further opportunities to
attain understanding . If management itself has run out of established policy or lacks
enough reasons for its decision , the contact may still be fruitful one if mistakes are
admitted and correction made . On the contrary, if after investigation the promotion
proves to be fully justified reason can be explained in a moral detail , records produce ,
the outcome of a departure from sound policy point out .The management of an
organization should always exert every attempt to give opportunity for their employees to
get promotion . personnel advancement is ,clearly , one of the best incentive for people to
stay with an organization . Even though , it is not necessary a good practice to fill every
vacancy in this fashion never provide a “ new blood “ to the organization , it is very
inducing for employees to see that the best jobs do not go to the outsiders very frequently
.( Cumming , 1994 , p -114 ) .

2.1.4 Eelement in a promotion policy

Promotion very often means many things to the employee concerened : higher status ,
both at the job and in the external enivroment ; more pay , perhaps the repelacement
of greater job security and fringe benifts for direct financial incentives , and a more
higher positon , from which he should be able to give a better return to the
organization . For this last reason a sound promotion program must be developed
(Cumming , 1994 , p 115 ).
In general , a sound promotion policy consist of :
1. A statement of managements intension that higher – paid and better jobs will
be filled by promotion of employees from the organization whenever possible
instated of hiring from outside the organization . If it is necessary to go
outside to fill specific and professional jobs , this should be identified priority
if it is possible .
2. Encouragement for supervisors to allow capable employees to leave the
organization or plant if better chances are available else where .Capable
employees who do not allow to go are likely to be disatisified .
3. Satablishment of line of progration – laders promotion in the organization. It
is necessary to use job analysys to constract a chart exhibiting basic job
requirements and how each job need to another job . Employees should know
what is expected of them on hgher rated jobs to ready them self for promotion
(Pigors and Myers , 1981 , p 308 – 309 ).
4. Posting of openings for employee promotion so as intereste workers may
apply within a specify period , often many days or a week . If it is possible ,
the vacancy should be posted and a candidated selected in advance before the
job actually becom vacant . if the job is temporary filled by an employee who
 is latter on promoted to the job permanently , other candidates are like to fill
that the postig procedure is a farce .
5. prvesion for traning as a way of preparation for promotion ( Pigores and
Myers , 1981 , p , 309 ).
Finally , it should be known that not all employees want promotions , particularly if they
will be reqired to depart a congenial work group or if they fill in adducate about taking a
more responsibility job . Promotion should not be compelled on reluctant
employees( Pigors and Mayers , 1981 , p-309 – 310 ).
2.1.5 Non – Discrimination in promotions
Employees should be chosen for promotion without discrimination do to their sex
race , religion , or national origin .
Promotion used as Encouraging tools and providing the promise of more personnel
delvlepment and challenges to employees who want it . Employees often get
advancement by showing excellent performance and attening further . In some
situation , previous performance is no thr single factor consider for promotion .
Affirmative action needs under represented groups for instant , women and minoritye
be treted better in all level of an organization . Thus , affirmative action goals may
require that this groups be provided preferred right in promotion right ( Pigors and
Myers , 1981, p 306).
2.2 Employee Transfer
2.2.1 Definition:
Worker transfer is the assignment of a worker from one job to another job , which are
almost alike in their salary and levels . Siginificant difference , in case transfer ,
between jobs does not involved (Pigores and Mayers 1981, p .304)
2.2.2 Purpose
Transfers serve many purposes . First , organization usually find it essential to
reorganize . Office and departments are established and canceled in response to the
organization needs to fill vacant position as a result of recognization , an organization
may have to transfer workers with out advancing them .
A same condition may prevail when an office or department is closed in state of
dismiss value workers , management may transfer valued workers to the areas with in
the organization this transfer may entail transferring a worker to another desk in the
same office or to the place have way around the world .
A second reason for a transfer is to mske positions available in the primarily positon
ladders . Organizations are specifically organized in to a highericall structure like a
pyramid . Each succeeding worker promotion is more difficult to get because fewer
vacant positions available . At times , very productifity , however , unpromotion
worker may block promotion chance . Other qualified workers in the organization may
get their chance for promotion blocked .
When this occurred an organization’s most capable future mamagers may search
employment else where . The organization may decide to make workers who are
unpromotable but productivity in their current position , inoreder to make promotion
channels open.
The other reason for worjker transfer is to satisfy their personal want . The reason of
wanting a transfer are several . A worker may want to accompany a transfer wife to a
new location , worker near to home to carry for old parents , or the worker may hate
 the long tire some trips to and from work . Such kind of factor may be suefficently
significant that worker may resign if a requested transfer is not accepted . Instead of
risk loosing a valued worker , the organization may agree to the worker transfer .
Lastly , because of the cxontradition of management levels , it is becoming essential
for managers to have a broad mix of experience before attening a promotion . Workers
who want upward transfer usually investigate possible lateral transfers so they can
learn new skills .
The analyze of a transfer request in terms of the best interest of both the organization
and the worker are necessary . difficults may happen when a worker is transfer . For
instant a qualified worker might not be avialble to fill the vacant position. Management
should develop plan , policy concering transfers . Such kind of policies allow worker to
know in advance when a transfer question is likely to be checked what it is
ramification will be (Mondy , Noe and Premeach , 1999 , p . 597 – 598)
2.2.3
2.3
3