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Politicats staff promotion professional#
Factors that should be considered in determining the eligibility of an employee’s promotion include performance level, skills, education, relevant experience, and professional development. Workplace promotions may be the result of a new job opening or a position re-creation of an existing position in the organization. For example, a pharmaceutical company may have a public policy that its field representatives should adhere to when they meet with physicians to promote drugs. Promotion policy helps to control the message that is being sent about good or service, as well as conducting appropriate actions that employees can take when dealing with outside staff. More precisely, promotional policies and procedures form part of the policy framework of any organization and are largely established to provide guidance on the overall promotion of the organization.Ī set of rules and guidelines set by a company or organization that outlines how employees interact with potential customers in promoting a good or service. They provide a framework that allows caregivers and managers to make logical decisions and take consistent action. However, the bases for selection for promotion should be consistent and clear-cut so that there is no ambiguity in their interpretation and there is no uncertainty about a company’s promotion policy.Human resources policies and procedures are designed to improve how employees are governed within the work environment. The two most important criteria are merit (competence) and seniority (length of service). Various criteria of promotion may be used. This will also ensure that the existing chain of command in the organisation is not upset. Through such an act, line responsibility for making promotion can be suitably discharged. But it is equally vital for top management or a deserving candidate’s immediate superior (in the line organisation) to give due consideration and weight age to the recommendations of the superior. Normally, the personnel department is supposed to advice on promotion to the top management. By putting the best possible effort the worker should be able to prove that he deserves confirmation. This probationary period should be utilised by the worker to learn the new job as efficiently as possible. Training:Įven after a worker is promoted to a new position his (her) job should be confirmed after a year or so. Only by giving promotion on the basis of such ratings is it possible to ensure the two important traits of a sound promotion policy its objective nature and its impartial character. Such a plan should be based on various job evaluation and merit rating techniques. Moreover, a company should have a scientific plan for rating employees. There should not be any scope of loss of opportunity due to lack of timely information. The openings for immediate promotion should be notified in advance so that deserving employees may apply for promotion within a specified time period. It should not be such as to cause agitation among certain aggrieved workers. Thirdly, a sound promotion policy is one which is not influenced by pressure groups such as trade unions and political parties. An irrational promotion policy may cost an organisation heavily in terms of loss of some talented and competent employees. This will also make it possible to make the most effective utilisation of a company’s existing manpower inasmuch as a talented and competent person will not be forced to rot or feel demoralised and a really useful and talented worker is not forced to resign and search out better prospects elsewhere. This will not only raise labour productivity by improving the industrial relations situation and by motivating the workers. If employees see that there is suitable reward for appropriate effort and if there is genuine prospect or even assurance of promotion to deserving candidates then they will develop among themselves a sense of involvement and belonging. If this policy is followed, employee morale will be automatically high. If qualified and competent people cannot be found from the internal labour market then only the post(s) should be advertised in newspapers and professional journals so as to be able to recruit people according to the company’s requirements and specifications.