Internal Promotion Opportunity Name Institution Course Date Professor Internal Promotion Opportunity Introduction Internal promotion is an active human resource process driven and managed by a Career Development Specialist. This process does not involve a human resource recruiter but is driven by HR and the upper management. Promotion process fills gaps in the organization (Susan, 2016). It is based on ones’ performance. Identification of top performers and employees of high potential is done by the HR. Once identified, there get promoted to positions where their potential will be fully utilized thus building competitive advantage for the organization. It is important to note that internal promotion jobs are not advertised and other employees can not apply for those positions. Importance and Goal Study of Internal Promotion Opportunity is professionally important for me as I will be able to give my best at work so as to expose my potential. The goal of this communication is to be able to be in a position to fully utilize my potential and give the organization competitive advantage. Audience I target a number of people, the top management in my organization, the HR department and my fellow employees. The top management is comprised of both male and female members. They comprise members of different ages both senior citizens and the youth. The HR department comprises of members of different age groups and gender so are the employers. All the members of my target audience possess a bachelor’s degree and above. Their income varies according to the positions they hold with the top management having a higher income than the rest. My relationship to the audience is through employment with the top management being my superiors, HR my recruiters and employees my colleagues. The audience members having a bachelor’s degree and above are well experienced in their relevant fields as well as their years of service at the organization leaves them with a wealth of experience to handle the challenges in their various departments. The top management is keen on identifying and utilizing the full potential of the workforce and giving them an opportunity to utilize the same. Some employees are excited about this challenge and are keen on giving their best in order to have this opportunity while some employees feel less motivated as they feel those being promoted are getting preferential treatment. My belief of rewarding only the best will not go down with employees who are lazy and not keen in stretching themselves. Available Information I will gather information about my audience from my past personal interactions with them this way I will be able to know how to approach them basing on their personalities, personal interviews: I will try to conduct personal interviews with all members of audience which might not be completely possible based on their engagements and availability especially the top management who are in most cases engaged with ot.

1. Internal Promotion Opportunity
Name
Institution
Course
Date
Professor
Internal Promotion Opportunity
Introduction
Internal promotion is an active human resource process driven
and managed by a Career Development Specialist. This process
does not involve a human resource recruiter but is driven by HR
and the upper management. Promotion process fills gaps in the
organization (Susan, 2016). It is based on ones’ performance.
Identification of top performers and employees of high potential
is done by the HR. Once identified, there get promoted to
positions where their potential will be fully utilized thus
building competitive advantage for the organization. It is
important to note that internal promotion jobs are not advertised
and other employees can not apply for those positions.
Importance and Goal
Study of Internal Promotion Opportunity is professionally

2. important for me as I will be able to give my best at work so as
to expose my potential. The goal of this communication is to be
able to be in a position to fully utilize my potential and give the
organization competitive advantage.
Audience
I target a number of people, the top management in my
organization, the HR department and my fellow employees. The
top management is comprised of both male and female
members. They comprise members of different ages both senior
citizens and the youth. The HR department comprises of
members of different age groups and gender so are the
employers. All the members of my target audience possess a
bachelor’s degree and above. Their income varies according to
the positions they hold with the top management having a
higher income than the rest.
My relationship to the audience is through employment
with the top management being my superiors, HR my recruiters
and employees my colleagues. The audience members having a
bachelor’s degree and above are well experienced in their
relevant fields as well as their years of service at the
organization leaves them with a wealth of experience to handle
the challenges in their various departments. The top
management is keen on identifying and utilizing the full
potential of the workforce and giving them an opportunity to
utilize the same.
Some employees are excited about this challenge and are keen
on giving their best in order to have this opportunity while some
employees feel less motivated as they feel those being promoted
are getting preferential treatment. My belief of rewarding only
the best will not go down with employees who are lazy and not
keen in stretching themselves.
Available Information
I will gather information about my audience from my past
personal interactions with them this way I will be able to know
how to approach them basing on their personalities, personal
interviews: I will try to conduct personal interviews with all

3. members of audience which might not be completely possible
based on their engagements and availability especially the top
management who are in most cases engaged with other
organizational duties and finally through questionnaires for
members of the audience who are not available to attend the
personal interviews. My audience has been receptive and
helpful in this communications with everyone giving their
honest position on the communication I have received feedback
from all my information gathering techniques.
Tone
The setting is a formal one since a formal report is being
submitted to the top management as well as other employees.
The communication will be both personal and impersonal since
it will be communicated through various channels. The
communication channels will be through the report that will be
available in soft copy to all members of the audience and in
hard copy pinned on notice boards around the organization.
Seminars and workshops will also be used to convey the
communication.
Message
The primary message is Internal Promotion Opportunity and its
difference from Internal Recruitment. The message is not only
compelling and memorable but also clear and concise. It is also
aligned with my audiences’ needs and goals as it seeks to know
whether to fill the existing positions with new talent or to
promote internally. The message emphasizes the findings of the
research on internal promotion opportunities, its advantages and
disadvantages and recommendations whether an organization
should take it up or not and if yes why they should embrace the
method. For example the effects on the organization costs, the
effect of internal promotion on the organization and employees.
The key message also clearly distinguishes between internal
recruitment and promotion which has in the past been
confusing. How to communicate internal promotion to the
candidate and other employees has also been outlined.

4. Supporting Points
Internal promotion has been seen to be beneficial to the
organization. It is more affordable for the organization to
promote internally than hire from outside and the organization
is able to save on the advertising costs. Internal promotion
saves on time it would take an organization to advertise conduct
the recruitment process and train the hired employee. The
internally promoted employee is familiar with the
organizational goals hence will get to work immediately as
opposed to hiring from outside where it will require orientation
and he or she will take time to get acquainted with the
organizational goals. Research facts will be obtained from
online journals as well as online libraries and also through
reading reports conducted on the same.
Channel Selection
I will use the tell communication style as I will be explain what
internal promotion opportunity is and telling them about its pros
and cons. This communication will come as a report as I have
been able to conduct an extensive research about the
communication and thus will present my findings to the targeted
audience. The reports will be available in soft and hard copy.
The soft copy will be shared to all targeted audience and hard
copies pinned in the organization’s notice boards. This will
ensure all members targeted are able to view the report.
Communication to the organization can also be done through
teambuilding, seminars and corporate workshops. The
organization’s employees will have a chance to understand why
the company has taken the internal promotion option as opposed
to advertising for the position.
Action Request
The call to action to my audience is clear concise and
actionable. Internal promotion is well defined and distinguished
from internal recruitment. The pros and cons for internal
promotion are outlined so is the process involved in promoting

5. internally.
Findings
There is confusion between internal recruitment and internal
promotion. Internal recruitment is passive while internal
promotion is an active HR process whereby the positions are not
advertised and other employees not allowed to apply for this
positions. Most employees complain about the slots that are
filled through internal promotion. This is because the jobs are
attractive and they desired to be given an opportunity to
compete for the jobs. It is the responsibility for the HR to have
a clear communication strategy for promotion internally. The
employees should realize there is lack of full democracy in the
organization.
The top management is charged with ensuring effectiveness of
the organization and they can decide to promote an employee
who has exhibited potential. The employees should also realize
that not many employees can be closely monitored and not all
can join the career development program. Those who have not
made it into the program can compete for the internal vacancies
that are open as they might still get recognized for the internal
promotion opportunities at a later time.
There can be an easy coexistence between internal recruitment
and internal promotion. Critical job opportunities can be filled
by the top management and the rest of the remaining positions
can be applied for by the employees. It is important for the top
management to have a complete basic structure. The rest of the
vacancies can be filled by promoted employees. As a business
grows, it is important to create new duties and expand the
existing roles in the organization in order to ensure the
organizations success. The organization is then forced to either
promote from within the organization or to hire new workforce.
This decision is a tough decision especially when employees
who are dedicated and have high skills compete for the
positions against the talents you have not discovered yet.
Succession planning is an efficient method of recruiting new
employees. It is the process of where existing employees are

6. educated, mentored and promoted in order to increase an
organizations growth and productivity. Internal promotion has
been to be more beneficial (Deborah, 2013). This is because
promoting employees is cheaper compared to hiring of new
talent. This is because the organization will have cut down on
advertisement, training and saved on time which would have
reduced on productivity. Internal promotion does not cost the
organization much apart from basic training and preparation
time.
Existing employees have already proved their loyalty to the
organizations mission and vision and thus it is advisable to
promote internally rather than gamble with new talent that may
not show such loyalty to the organization. Hiring a new
employee and having them ready to commence work is time
consuming and this reduces on productivity as a time is wasted
on the transition period. However if internal promotion is done,
the employees is well familiar with the goals of the organization
and the tasks that are associated with success.
Some employees take a long period of time sometimes years to
get acquitted with working with each other as a team. To be
able to work in a higher position in the organization, one must
uphold the culture of the company and fit well. This can be
achieved through proper job matching as well as team building.
Hiring talent from outside the company may disturb the
corporate culture; result in breakdowns in efficiency and
cohesion in a team. Promoting internally is a more efficient way
for team development within the corporate culture. Internal
promotion has a number of disadvantages. No new ideas are
brought to the organization; the job advertised may need skills
that are not available in the organization.
Internal promotion can cause hate among the employees who
might feel they were more deserving. There may be too many
applicants to pick from. Less qualified employees maybe
promoted than those who are outside the organization. Many
applicants will be demotivated as they have in their posts for a
very long time.

7. Reference
Deborah, S. (2013). 4 Benefits of Promoting Within Instead of
Hiring New Employees. Retrieved from
https://blog.mycorporation.com/2013/02/4-benefits-of-
promoting-within-instead-of-hiring-new-employees/
Susan, M. (2016). A Promotion Rewards an Employee for Work
Contributions.
Charley, M. (2016). How to Prepare for an Internal Interview: 8
Tips to Get a Promotion.
Learn
WRITTEN COMMUNICATION
Due Week 9, worth 200 points
Business managers use written communication every day.
Opportunities for
written communication in the business world include everything
from reports,

8. memos, and documentation to emails, instant messaging, and
social media.
Effective written communication can help build and grow
business relation-
ships, accelerate results, solicit input and feedback, and rally
personnel toward
shared goals. Your ability to write messages that are clear and
concise, while
positioned strategically and presented professionally, will
distinguish you
in your field.
In this assignment, you will develop a written communication
for the challenge
or opportunity scenario you have identified. The written
message needed to
fulfill this assignment will depend on your scenario.
INSTRUCTIONS
Compose a written communication based on your Strategic
Communications
Plan.
WEEK 1
IT’S A DIGITAL WORLD
ASSIGNMENT 2
PART 1
1. Develop Your Written Communication
a) State your key message clearly
i. Do not “bury the headline” — the main point should be
presented directly
ii. Your key message must be clear and concise

9. b) Provide the necessary information and build credibility
i. Provide an appropriate amount of background
information for the audience, given the type of
communication
ii. Get to the point without unnecessary verbiage
iii. Build your position as an expert or trusted colleague
c) Support your key message with three or four supporting
points/reasons
i. Supporting points should be appropriate for the context
and needs of the audience
ii. Reasons should be compelling and relevant
d) Employ either the Consult/Join or Tell/Sell techniques
e) Clearly relay to the audience an actionable request
2. Write Professionally
a) Communication should be clear and concise
b) Communication should build logically
c) Sentences should flow smoothly, using appropriate
transitions and varying sentence structure
d) Employ appropriate formatting for ease of reading and
clarity
of message (headers, bullet points, etc.)
3. Demonstrate Professional Presence
a) Be authentic and genuine in your communication
b) Use the appropriate tone and vocabulary for your audience
c) Establish rapport to connect with your audience and
grow the relationship
PART 2
4. Channel and Style
a) Explain why you chose the specific channel you used for the
written communication
b) Explain what style you employed in your written
communication
and why (Sell/Tell or Consult/Join)

10. 5. Use Feedback to Refine Your Communication
a) Describe or list the feedback you received on your written
communication from the week 6 Discussion Board
b) Explain how you used the feedback to revise and
improve your message
PROFESSIONAL AND APA FORMATTING REQUIREMENTS
Your assignment must follow these general APA formatting
requirements:
Your document must be typed, double-spaced, using Times
New Roman
font (size 12), with one-inch margins on all sides.
Include a cover page containing the title of the assignment,
your name,
the professor’s name, the course title, and the date.
The business written communication portion should be
consistent with
professional standards. For example, a business memo will
have a
subject line, does not indent paragraphs, etc. A business email
will have a
relevant subject line and will include a greeting, paragraphs,
perhaps a bulleted list, a signature line, etc.
Grading for this assignment will be based on the following
criteria and
evaluation standards:
1. Develop Your
Written
Communication
Weight: 25%
The author

11. does not
include or
does not state
clearly and
concisely, the
key message.
The author
does not offer
or offers
insufficient
support for
the key mes-
sage.
The author
does not
provide all
necessary
information or
fails to build
credibility.
The request
made of the
audience is
unclear, or
action cannot
be taken
based on the
communica-
tion.
The author’s
key message
is reasonably
clear and
concise, and
offers one or

12. two support-
ing reasons. A
minimal
amount of
necessary
information is
provided.
Some attempt
has been
made to build
credibility.
The request
made of the
audience is
fairly clear, but
may not be
actionable.
The author’s
key message
is sufficiently
clear and
concise, and
three or four
supporting
reasons are
sufficiently
compelling,
appropriate,
and relevant.
The author
provides a
moderate
amount of
necessary
information

13. and makes a
reasonable
attempt to
build credibili-
ty.
The request
made of the
audience is
sufficiently
clear and is
actionable.
The author’s
key message
is clear and
concise. Three
or four sup-
porting
reasons are
compelling,
appropriate,
and relevant.
All necessary
information
has been
provided and
successfully
builds
credibility.
The request
made of the
audience is
thoroughly
clear and
easily
actionable.

14. POINTS: 200
Criteria
Unacceptable
Below 70% F
Fair
70-79% C
Proficient
80-89% B
Exemplary
90-100% A
ASSIGNMENT 2: WRITTEN COMMUNICATION
The written
communica-
tion is not
satisfactorily
professional.
It is unclear
and/or not
concise, and is
presented in
an illogical
order. Sen-
tences do not
flow easily
throughout the
document.
Insufficient

15. formatting has
been used to
make the
document
easier to read
and under-
stand and
business
formatting
standards are
not imple-
mented.
The written
communica-
tion is some-
what profes-
sional. It is
fairly clear
and/or con-
cise, and is
presented in a
fairly logical
order. Sen-
tences flow
easily through-
out some of
the document.
Formatting
has been used
to make the
document
easier to read
and under-
stand, but the
formatting is

16. applied incon-
sistently and
does not
consistently
use best prac-
tices for the
type of busi-
ness writing
that it is.
The written
communica-
tion is profes-
sional. It is
mostly clear
and/or con-
cise, and is
presented in a
mostly logical
order. Sen-
tences flow
easily through-
out most of
the document.
Formatting
techniques are
mostly consis-
tent and
aligned with
best practices
for the type of
business
writing and
help the
reader quickly
understand

17. the message.
The written
communica-
tion is highly
professional.
It is complete-
ly clear and/or
concise, and is
presented in a
thoroughly
logical order.
Sentences
flow easily
throughout the
entire docu-
ment.
Formatting
techniques are
consistent
throughout,
utilize best
practices for
the type of
business
writing, and
help the
reader quickly
understand
the message.
2. Write
Professionally
Weight: 20%

18. Does not
demonstrate,
or demon-
strates incom-
pletely, a level
of profession-
al presence.
The written
communica-
tion lacks an
authentic
voice, uses an
inappropriate
tone for the
type of com-
munication,
and contains
inappropriate
vocabulary in
context. Docu-
ment does not
help to build
confidence in
the author
while main-
taining clarity
for the
audience.
Demonstrates
a passable
level of profes-
sional pres-
ence.
The written

19. communica-
tion has a
fairly authen-
tic voice, uses
a somewhat
appropriate
professional
tone for the
type of com-
munication,
and employs
contextually
appropriate
vocabulary
that attempts
to build confi-
dence in the
author while
maintaining
clarity for the
audience.
Demonstrates
a moderate
level of profes-
sional pres-
ence.
The written
communica-
tion has an
adequately
authentic
voice, uses a
mostly appro-
priate profes-
sional tone for

20. the type of
communica-
tion, and
employs con-
textually
appropriate
vocabulary
that helps to
build suffi-
cient confi-
dence in the
author while
maintaining
clarity for the
audience.
Demonstrates
a high level of
professional
presence.
The written
communica-
tion has an
authentic
voice, uses an
appropriate
professional
tone for the
type of com-
munication,
and employs
contextually
appropriate
vocabulary
that helps to
build confi-

21. dence in the
author while
maintaining
clarity for the
audience.
3. Demonstrate
Professional
Presence
Weight: 15%
The student
does not
describe their
channel and
style choice or
does so inef-
fectively.
The student
satisfactorily
describes their
channel and
style choice. It
may lack
some clarity
or sound
reasoning to
support the
decision.
The student
adequately
describes their
channel and
style choice

22. rationale. It is
mostly logical
and sound.
The student
fully describes
and makes a
highly logical
and sound
channel and
style choice
decisions that
are fully
explained and
supported.
4. Channel
and Style
Weight: 15%
The student
does not
describe
feedback
received.
The student
does not
explain how
feedback was
used to revise
and improve
the written
communica-
tion.

23. The student
satisfactorily
describes or
lists feedback
received.
The student
partially
explains how
feedback was
used to revise
and improve
the written
communica-
tion.
The student
adequately
describes or
lists feedback
received.
The student
sufficiently
explains how
feedback was
used to revise
and improve
the written
communica-
tion.
The student
accurately
describes or
lists feedback
received.

24. The student
fully explains
how feedback
was used to
revise and
improve the
written com-
munication.
Writing does
not meet
minimal stan-
dards.
Tone is not
professional.
Communica-
tion is wholly
lacking in
logic, clarity,
and/or consis-
tent format-
ting.
Contains
many spelling,
mechanical,
formatting,
and/or gram-
matical errors.
Writing is
satisfactory.
Professional
tone is devel-
oping.
Shows moder-
ate logic,

25. clarity, and/or
consistent
formatting.
May contain
more than a
few spelling,
grammar,
mechanical, or
formatting
errors.
Writing could
be improved,
but meets
acceptable
standards.
Tone is profes-
sional.
Shows logic,
clarity, and
consistent
formatting.
May contain
few or no
spelling,
mechanical,
and/or gram-
matical errors.
There may be
a small
formatting
error.
Writing is
excellent.
Tone is profes-

26. sional and
sophisticated.
Shows logic,
clarity, and
consistent
formatting.
Contains no
spelling,
mechanical, or
grammatical
errors, and
formatting
meets
standards.
5. Use Feedback
to Refine Your
Communication
Weight: 15%
6. Write in a
professional
manner using
proper
grammar,
mechanics,
spelling, and
formatting.
Weight: 10%