This document discusses promotion in organizations. It defines promotion as an upward movement to a higher paying, more responsible job. The objectives of promotion include rewarding performance, utilizing employees' skills, and improving morale. Promotions can be open, closed, multiple-chain, horizontal, or vertical. A sound promotion policy considers factors like ability, experience, and seniority, and clarifies career paths. Promotions benefit both employees and organizations by motivating performance and retaining valuable staff.

2. Prabodhan Shikshan Prasarak Sanstha’s
RAJENDRA MANE COLLEGE OF ENGINEERING & TECHNOLOGY
(AMBAV - DEVRUKH )
Under The Department Of Master Of Management Studies
Subject
Human Resource Management
Presented By,
Miss. Pratiksha A Samant
Subject In-charge
Mrs. Rashmi Ghate Pode
Class-MMS 1
Year- 2019-2020

4. PROMOTIOM IS A BASIC DREAM OF EVERY EMPLOYEE/STAFF OF
AN ORGANISATION:

5. What is Promotion.
• Promotion means advancement within an organization.
• It is an upward movement of an employee from current job to another that is higher in
pay, responsibility, status and organizational level.
• “ A promotion is the transfer of an employee to a job that pays more money or that
enjoys some preferred status ”
-According to Scott and Spreigal
• “ A promotion involves a change from one job to another that is better in term of
status and responsibility “
-According to Edwin B. Flippo

6. Objectives of Promotion:
• To recognize an individual’s performance and reward him for his work.
• To put the employee in a position where he will be of greater value to the company.
• To promote job satisfaction among the employees and give them an opportunity for unbroken continuous service.
• To build up morale , loyalty and a sense of belonging on the part of the employees.
• To demonstrate effective career development plans.
• To attract suitable and competent employees for the organization.
• To create among employees a feeling of satisfaction with their present conditions and encourage them to succeed in the
company.

7. Types of Promotion:
 Open promotions:
An organization or a company considers all individuals within it as a potential candidate and announces it to
various aspirants internally.
 Closed promotions:
An organization or company in which the candidate for higher position opening or vacancies is restricted and not open for
all the individuals ,within the organization and also does not announce the vacancies internally.
 Multiple Chain promotions:
Which provides for a systematic linkage of each position to several others. Such promotions identify multipromotional
opportunities through clearly defined avenues of approach.
 Dry promotions :
Dry promotions refers to an increase in responsibility & status without any increase in pay. On the basis of factors
involved in promotion it can be classified into 2 forms.

8. Horizontal promotion :Promotions have similar kind of work. Ex – lower grade to higher grade without any change in
work content (lower division clerk to upper division clerk).
Vertical promotion : Those which change the nature of the work. Ex – Supervisor to
Manager.

9. Promotion Policy
Every organization should have a promotion policy.
Each organization should strike a balance between the
internal sources of personnel promotion and external sources
of recruitment on one hand and between merit and
ability as against length of service on the other.

10. The management must also decide how the promotions are to be handled. The basis principles which should be kept
in mind while designing the promotion policy are:
 Ensuring, balance, fairness, consistency and uniformity in the matter.
 Providing quality of opportunities for growth, increasing and sustaining the morale of the employees by informing them
the kind of career opportunities that exist in the organisation.
A sound promotion policy may include the following points.
 Promotion from within the organisation, instead of recruitment from outside, to fill vacancies, be given encouragement.
 While making promotions, due consideration should be given to understanding, ability, experience, qualification,
seniority.
 The ladders of promotion for all the concerned employees in the organisation should be made clear in organisation charts.
 Job analysis of each job should be available.

11.  It should be made clear to all concerned who may take initiative and handle
the cases of promotion, that the final approval to promotion rests with the top
management.
 All promotion should be for a trial period he may be reverted to his former
post and his former pay scale.
 Preparation of manning chart indicating the existing positions in various
departments.
 Inter departmental disparity in promotion should be eliminated.
 Employees, who are isolated, should be provided opportunities for growth, of
course, depending upon their qualification, experience, training etc.
 Gaps in organisational hierarchy should be eliminated as it encourages

12. As an conclusion:
PROMOTION:
All over, Promotions have a positive impact on
the employees & will be a greater value to the
organization, it may be on the basis of seniority
or merit.