Promotion

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Promotion

  1. 1. Promotion <ul><li>It is advancement of an employee to a better job. i.e </li></ul><ul><li>Better in terms of responsibility </li></ul><ul><li>More prestige or status greater skill </li></ul><ul><li>Greater skill </li></ul><ul><li>Increased rate of pay or salary. </li></ul>
  2. 2. It is a upward reassignment of a higher level job to an internal employee. <ul><li>It is a vertical flow from </li></ul><ul><li>bottom to top in a organisation </li></ul><ul><li>chart, where the </li></ul><ul><li>status, </li></ul><ul><li>responsibility </li></ul><ul><li>salary </li></ul><ul><li>increases. </li></ul>
  3. 3. But other than this promotion also includes or types of promotion <ul><li>Upgradation :- where only salary </li></ul><ul><li>increases. </li></ul><ul><li>Dry promotion :- where an employee is promoted to higher position without any increment in salary. </li></ul>
  4. 4. Promotion policy <ul><li>Policy is a guideline for any subject matter which is laid in advance to have a clear insight of the same. </li></ul><ul><li>So, Clear cut policy is essential for healthy relations. The management and employees should be clear about the criterian to be followed for promoting employees. </li></ul>
  5. 5. Elements of promotion policy <ul><li>Policy statement :  </li></ul><ul><li> From within the organisation </li></ul><ul><li> Will there be any preference if </li></ul><ul><li>competent persons are available in </li></ul><ul><li>the organisation. </li></ul>
  6. 6. <ul><li>Assessing performance: </li></ul><ul><li> Basis should be indicated </li></ul><ul><li>eg. Merit basis/ Seniority basis </li></ul><ul><li> How the performance to be assessed </li></ul><ul><li>eg. Confidential report. </li></ul><ul><li> Employees should know in advance </li></ul><ul><li>the criteria to be followed for assessing </li></ul><ul><li>their performance. </li></ul>
  7. 7. SENIORITY BASIS: <ul><li>It means promotion according to the length of the service. </li></ul><ul><li>Objective </li></ul><ul><li>Simple and exact </li></ul><ul><li>Morale increses </li></ul><ul><li>Acceptable to union </li></ul><ul><li>Reduces labour turnover </li></ul><ul><li>Reward for loyality. </li></ul>
  8. 8. MERIT BASIS <ul><li>Employees are evaluated in terms of quality or quantity of work.this basis ensures that only best employees are promoted. </li></ul><ul><li>Measured through traits </li></ul><ul><li>Eg. Leadership,responsible etc. </li></ul><ul><li>Certain test. </li></ul><ul><li>Personal interview. </li></ul>
  9. 9. 3. Promotion routes : <ul><li> Routes which are to be Accts officer followed should </li></ul><ul><li>be clearly mentioned. Accoutant </li></ul><ul><li> Every employee should </li></ul><ul><li>be clearly mentioned Clerk </li></ul><ul><li>about the same. </li></ul>
  10. 10. 4. Employee training <ul><li>Provision for training </li></ul><ul><li>What kind of training programme should be applied. </li></ul>
  11. 11. 5. Maintaining service records <ul><li>Any promotion program can be successful if records of employees are properly maintained. </li></ul><ul><li>Such records are used for fair judgement at the time of considering him for promotion. </li></ul>
  12. 12. 6. Communication <ul><li>Policy should be communicated to employees </li></ul><ul><li>Policy for top position can be precise whereas for lower position it should be laid down in as much detail as possible and should also be clear to everybody. </li></ul>
  13. 13. Promotion plans / programs <ul><li>Every organisation should have a formal and systematic promotion program. For this:- </li></ul><ul><li>Establishment of ladder of promotion </li></ul><ul><li>Communicated to employees </li></ul><ul><li>Dead-end jobs must be clearly specified in such ladders. ( clearly specified abt exp. ) </li></ul>
  14. 14. Contd.. <ul><li>Promotion chart is to be prepared </li></ul><ul><li>Whenever a vacancy arises, employees must be informed of that vacancy so that interested persons can apply for that post within time allowed. </li></ul>
  15. 15. Promotion ladder Chairman GM ASST GM SR AREA MNGR AREA MNGR SR DIV MNGR DIV MNGR BRANCH MNGR ASST.
  16. 16. Promotion chart Chairman MGR PROD MGR FIN MGR HR BRANCH MGR BRANCH MGR BRANCH MGR BRANCH MGR BRANCH MGR
  17. 17. Problems of promotion <ul><li>Though promotion benefits the employees and the organisation, it creates certain problems like:- </li></ul><ul><li> Promotion disappoints some employees. </li></ul><ul><li> Some employees even refuse promotion </li></ul><ul><li> other problems </li></ul>
  18. 18. Disappointment of other employees <ul><li> The employees those who are not promoted may feel disappointed. </li></ul><ul><li> Employees may develop negative attitude </li></ul><ul><li> Reduce their contributions to the organisation </li></ul>
  19. 19. Some employees may refuse promotion when:- <ul><li>He is transferred with promotion to any unwanted place </li></ul><ul><li>He feels that he will be quite incompetent to carry out the job </li></ul><ul><li>Delegation of unwanted responsibilities. </li></ul><ul><li>Trade union leaders feel that promotion may damage their position. </li></ul>
  20. 20. Other problems: <ul><li>Can spoil Industrial Relations </li></ul><ul><li>Could create Industrial disputes </li></ul><ul><li>Could create a negative working environment. </li></ul>

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