Lesson in Industrial/ Organizational Psychology

1. PROMOTION
Prepared by:
Orlando A. Pistan, MAEd
Psychology Instructor

2. WHAT IS A TRANSFER?
A transfer is the movement
to another job that is
previously established
through an approved
personnel requisition, has
the same salary range and
may involve a salary
increase.
A transfer may result in a
title change.

3. WHAT IS A PROMOTION?
A promotion is the
movement to another
designation in a higher
job classification, or
rank, and will result in a
title change.

4. BASES OF PROMOTION?
Seniority
Merit / Ability
Seniority and Merit

5. SENIORITY
According to this rule, it concentrates on job time,
i.e., how many/much time an employee involve with
the organization, that employee gets more priority
who spend more time with this organization.
Longevity of the job is only the standard of
promotion here. Organizations have to take decision
about- Working period will be included with total
job or not and also should be concerned with the
consistency of rules and regulation.

6. SENIORITY : ADVANTAGES
1. A fixed promotion policy may be started by following
seniority. By this way a matured person is selected
and he can realize present and future well.
2. As here, senior employees are honored.
3. Employees accept this process easily as the process
is very simple.
4. There is a proverb- Experience is great tutor of
human being. So there is relating between duration
and performance of the job.
5. Employees become more loyal to the organization
for seniority as the basis of promotion.

7. SENIORITY :
DISADVANTAGES
1. This promotion process does not honor capability. That is
why capable employees become frustrated and they go
other job if they get chance.
2. Capable and ambitious employee think the organization as a
training Centre and they always hunt for better chance. By
this process they don’t get promotion and loss their
attention to the job.
3. This process is unable to satisfy young, energetic and skilled
employees.
4. By this process, senior but incompetent persons sometimes
are selected or elected for the higher position. They work
more for their own welfare rather than organization. That’s
why organization loses its competency and good will as well.

8. MERIT / ABILITY
If the competency is the basis for promotion, an employee
whose performance is the best, as revealed by performance
appraisal, is promoted. He or She beats all others by his or her
merit is rewarded.
By this process, employees are evaluated by their job
experience, educational qualification, and duty and
responsibility record of performance. Most skillful and
competent employee are selected for the promotion according
this process. Employees give effort to give their best if the
organization adopt this process for promoting employees.

9. MERIT/ABILITY :
ADVANTAGES
1. It creates a competitive environment among employees and
they try to show their capability.
2. Innovative and creative employees get chance to perform
according to their ideas. It inspires them towards their work.
3. This process is able to remove the traditionalism and
conservatism. The organization can run its activities in
dynamic and flexible environment.
4. Hard workers are encouraged by this process. It increase the
productivity and success of the organization as well.
5. Young but energetic employees are motivated by this
process.

10. MERIT/ABILITY :
DISADVANTAGES
1. Nepotism increase in the organization.
2. Senior employees become frustrated for this process.
3. It is very difficult to find out meritorious and competent
employees and also there is no standard to evaluate it.
4. This process does not deal with experience, obedience
and reliability.
5. Employees are discouraged and they get no reason to
stay in the same organization for a long time.

11. MERIT AND SENIORITY
Senior are proffered for the promotion.
Young talented employees are also
selected for the promotion.

12. FACTORS FOR SENIORITY
• Total working period
– At the same organization
– Same type but different organization
• Total working period at different post:
– As permanent job holder.
– As non-permanent job holder

13. FACTORS FOR MERIT
1. Education qualification
2. Evaluation report
3. Training
4. Relation with authority
5. Social dignity

14. PROMOTION
Thank you for
paying attention.