Promotion refers to the upward movement of employees within the company for an new or higher job role with additional tasks and responsilities. Promotion is a part of Reward and Recongnition program of the company. For more information visit https://www.hrhelpboard.com/hr-policies/promotion-policy.htm

2. Promotion?
Enriching Learning Curve

3. HR’s Role: Managing Employee Promotions
Alignment in the
Organization
structure
Appraisal Ratings
Length of service
Leadership
capability
Willingness to accept
new challenges
Preparing
for new roles
Pay for Performance
Promote for Potential
Assess the need for promotion

4. Strategies for Employee Promotion
Non Competitive
• Employees are promoted on
a certain set rules of the
organization which may
include ratings, tenure of the
service, vacancy in the org
structure, recommendation
of HOD, etc.
 Companies following this
are mid to large sized
companies like Zee Media,
Tata Sky, Dishtv, etc.
Competitive
• Employees undergo a set of
assessment centers, BEIs,
panel interviews, etc to get
evaluated for promotions.
• Companies following this are
usually giant multi national
corporations like Tesla,
Volvo, Diamler

5. Few unknown facts about Employee
Promotions!
 10% of the employees are promoted on an average in a
appraisal cycle per year.
 The tenure of service with the organization is usually 3
years considered by most of the organizations for
promotions.
 Employee replacement generally costs 4 times of the
one month additional salary of a new employee,
therefore companies do not seek employee turnovers.
 Promotions help employees to stick around on an
average of 2 additional years.
 Employee who is promoted has a higher self esteem
and more engagement levels.
 In most of the companies, non competitive promotions
especially based on employee tenures happen.

6. On the look out for recommending people for
promotions: Manager’s Perspective
Never say
no to an
assigned task
Willingness to
take more
charge
Understanding of the
business
Performance
with the
organization
Employees
who give solutions
than narrating problems

7. 7
Strategy Map for HR
Financial Goals
Customer
Goals
Internal Goals
Learning &
Growth Goals
Productivity
• Reducing expenses
• Increasing efficiency
Revenue
• New Business avenues
•New markets & Customers
• Increasing value to existing customers
•Creating value for shareholders
Operational
Excellence
Customer Value
Brand Imagery –
Preferred
Employer Brand
Role of HR
Operational
Efficacy
• Business Process
Reengineering
• Process
standardization
Manpower
Productivity
•Best Talent Fits
• SMART
employee goals &
robust PMS
Employees as
Brand
Ambassadors
Improved
Competence
Stronger policies &
value system
Technological
Pace
Employee
Satisfaction
• Creating
employee worth
in the value chain

8. 8
The Future!
HR Business HR