Promotion is not only needed by the organization it is equally needed by the individuals. Research findings suggest that those organizations which have excelled in their field rely more on the internal promotions to fill-up their higher-level positions. The promotional ladders are needed to funnel upward those who have the broad experience and requisite skills in the organization. Thus, the contents of a job may be similar in many organizations but its performance may differ from organization to organization. Even the jobs which are not quite unique may require familiarity with the people, processes, policies, and most importantly, the special characteristics of the organization which are contained in its culture and values. It is true that certain jobs are similar in most of the organizations but most jobs require some sort of specialization which is organization-specific. No organization can rely on outside recruitment to fill all its requirements. One of the best way for doing this is to promote those who are promotable, and this process is to be undertaken on regular basis. The most important need of an organization in the context of the management of human resources is to retain its human talents over a long period of time. Therefore, it is desirable to analyze how a promotion serves the needs of the organization and the individual. However, these purposes are served in different ways. Need for promotion arises because it serves the purpose of the organization as well as that of the individuals involved in the promotion. Promotions may be temporary or permanent depending upon the organizational needs and employee performance.Įmployee Promotion – Need: Organizational and Individual Needs Dean of the Faculty, he will not receive any increase in salary. It means that in some cases, the employees perform higher level job and receive the salary related to the lower level job.įor example, if a University Professor is promoted to the next higher level of the faculty position, i.e. (iii) Promotion normally accompanies higher pay. (ii) The employee will naturally be delegated with greater responsibility and authority than what he has had earlier. (i) Reassignment of higher level job to an employee than what he is presently performing,
“Promotion” is a term which covers a change and calls for greater responsibilities, and usually involves higher pay and better terms and conditions of service and, therefore, a higher status or rank. If the organization prefers to fill a vacancy only by the internal candidates, and assigns the higher level job to the selected employee from within the organization through promotion, such upward movement is termed as promotion.Įmployee Promotion – Definitions Propounded by Various Authors and Management Thinkers Like: Scott and Clothier, Prof. Many organizations prefer to fill up the vacancies by the external candidates through the selection procedure, in which the internal candidates may also apply for the post and may be tested and selected for a higher level job in the organizational hierarchy at par with external candidates. When positions fall vacant in an organization, they can be filled up by internal or external candidates. In some cases, it is possible to reject such a promotion, although an employer may be puzzled. Others enjoy jobs with light responsibilities, despite the lower pay. Some people, for example, prefer to remain lower in rank so that they can stay in the field in professions like policing. Not all people view promotions as cause for celebrations. The employee progresses to a better job with increased responsibility, more prestige and status. Promotion mean advancement in terms of job designation, salary and benefits. Role of Personnel Department in Promotion.Employee Promotion: Meaning, Definitions, Objectives, Principles, Significance, Types, Basis, Methods and Other Details
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