I am working for a design engineering company in Chennai as HR Sr. Executive. I would like to implement a promotion policy for our employees.
I shall be thankful to you all for providing me guidance with a sample policy to proceed further.
Regards
From India, Madras
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I shall be thankful to you all for providing me guidance with a sample policy to proceed further.
Regards
From India, Madras
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Dear Siva,
When you promote your staff, keep in mind that, similar to recruitment, it should be competency-based. First, identify the competencies required for every position.
Many times, promotions are based solely on past performance. However, past performance does not necessarily guarantee success in handling higher-level assignments. I hope you do not fall into this common trap.
I recall something my Executive Director used to say a long time ago - a proficient worker may not necessarily make a good supervisor. It is crucial to assess the individual's qualities in relation to the job requirements. Making a wrong promotion decision can negatively impact the company in two ways: losing a valuable worker and creating an inefficient supervisor.
However, this is an outdated approach. It is advisable to establish a career plan for each employee where promotions are integrated into their career development.
Additionally, employee training plays a significant role here. It is essential to groom your employees so they can effectively handle more challenging assignments.
Dinesh V Divekar
From India, Bangalore
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8072When you promote your staff, keep in mind that, similar to recruitment, it should be competency-based. First, identify the competencies required for every position.
Many times, promotions are based solely on past performance. However, past performance does not necessarily guarantee success in handling higher-level assignments. I hope you do not fall into this common trap.
I recall something my Executive Director used to say a long time ago - a proficient worker may not necessarily make a good supervisor. It is crucial to assess the individual's qualities in relation to the job requirements. Making a wrong promotion decision can negatively impact the company in two ways: losing a valuable worker and creating an inefficient supervisor.
However, this is an outdated approach. It is advisable to establish a career plan for each employee where promotions are integrated into their career development.
Additionally, employee training plays a significant role here. It is essential to groom your employees so they can effectively handle more challenging assignments.
Dinesh V Divekar
From India, Bangalore
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Dear Good DAy ! Attached is the policy on promotion for your kind reference as required. Regards Syed Shahzad Ali
From Pakistan, Karachi
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From Pakistan, Karachi
Acknowledge(1)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Employee who refused to accept promotion cannot ask at later date - SC 10.10.2014.pdf
T4.4 - Letter of promotion-forma t.doc
CiteHR.AI
(Fact Checked)-The promotion of a Senior Executive to Manager or First Assistant Manager should align with the company's organizational structure, job roles, and responsibilities. It's advisable to consult the company's hierarchy guidelines and ensure the promotion is in line with the job scope and requirements. (1 Acknowledge point)