PROMOTION POLICY

 

Job vacancies occur in an Organization when there is :

a)        a substantial expansion in its existing activities

ii)       diversification of its activities and / or

iii)           separation

Separation of employees can take place because of :

a)       Resignation

b)       Retirement

c)        Discharge/Dismissal

d)       Unfortunate event of death of an employee and/ or

e)       One employee getting promotion

In any of the aforementioned cases, the vacancy has to be filled in which can be

either by:

a)    Appointment of an outsider or

b)    Promoting an employee amongst existing employees of the company.

It will therefore be noticed that promotion essentially is a placement and

not a reward as it is normally misunderstood. An additional increment

could be a reward. Once promotion is accepted as placement, all the steps involved in the selection of a person for the job should be followed. The employee identified and proposed for promotion should be at least as good as an outsider if not better. It should never happen that an employee is promoted, without any change in his job. His responsibility for men, machine and/or material should increase warranting higher technical and human relations skills. Since promotion leads an employee up the organization ladder, it should be ensured that the promotee designate possesses all the required skills.

 

As such, it should be ensured that the employee proposed to be promoted should possess all the potential skills. It is therefore necessary that a person should not be promoted just because “he is performing well” in his present job. Besides that he should possess other skills required for the senior position. Otherwise organization will lose a good

                                                                                                        supervisor and get a poor                                                                                                         manager. In view of the                                                                                                            foregoing, following                                                                                                                 steps are suggested while                                                                                                         promoting an employee-

·         Develop job specifications in terms of detailed job descriptions, the number of persons whose work the incumbent has to supervise and  responsible to, the level of persons both internal and external the incumbent has to interact with etc.

·         Develop hiring specifications in terms of educational / technical qualifications and experience,  preferred age group etc. Having identified a job and developed the hiring specifications, the next step is to see if there in an employee within the Organization who meets the hiring specifications and who could be considered for promotion.

·         Since at senior levels an employee should possess very high human relation skills and decision making abilities and such other traits, the Head of the Department in which the candidate is employed should do his Trait Appraisal in the format attached. The HOD should then forward the recommendations for promotions to the Reviewer indicating the following :

·         Approved Organization chart showing the vacancy to be filled.

·         Personal details of the candidate recommended for promotion.

Recommendations of promotions from all the HODs should be received by the Management duly reviewed by respective Reviewers by 31^st March of the year. Then management  can take decision on the entire list of cases recommended for promotion and announce the same.                                                              

     In conclusion, it may be added here that an employee otherwise considered suitable for promotion, if found to be lacking in any areas by the interview panel, he should be trained in those areas and then only promoted. As far as possible, an employee on promotion should be shifted from the group in which he his worked to another group. It would make acceptance of his leadership easier.

    Managing Director