Is an upward movement of an employee from current job to another that is higher in pay responsibility status and organizational level?

course of time.The lateral or vertical movement or job change(promotion, transfer, demotion) of an employeewithin the organization is called “internal mobility”.External Mobility:Some employees may leave the organization forreasons such as better prospects, retirement andterminations.Such movements are known as“External mobility”.

Promotions:Promotion refers to upward movement of an employee from acurrent job to another that is higher in pay, responsibilityand/or organizational level.Dry promotions:There can be dry promotions where a person is moved to ahigher level job without increase in pay.Promotion is slightly different from“up-gradation”whichmeans elevating the place of a job in the organizationalhierarchy (a better title is given now) or including the job inhigher grade (minor enhancement in pay in tune with thelimits imposed within a particular grade).Promotion has in-built motivational value as it elevates thestatus and power of an employee within an organization.

Transfer:A transfer is a change in job assignment in which anemployee moves from one job to another at the samelevel of hierarchy, requiring similar skills, involvingapproximately same level of responsibility, same status,and same level of pay.

Succession PlanningSuccession planning refers to the process through whicha company plans for and fills senior-level openings.The typical succession planning process involvesseveral steps:1.Anticipate management needs based on strategicfactors like planned expansion.2.Review your firms management skill inventory toassess current talent.3.Create replacement charts that summarize potentialcandidates and each person’s development needs.4.Replace the person on position becoming vacant.

Successful Career-Management Practices•Placing clear expectations on employees.•Giving employees the opportunity for transfer.•Providing a clear and thorough succession plan•Encouraging performance through rewards andrecognition.•Giving employees the time and resources they need toconsider short- and long-term career goals.•Encouraging employees to continually assess their skillsand career direction.24Human Resource Management

•Lack of time, budgets, and resources for employees toplan their careers and to undertake training anddevelopment.•Rigid job specifications, lack of leadership support forcareer management, and a short-term focus.•Lack of career opportunities and pathways within theorganization for employees.25Human Resource ManagementBarriers for Career Advancement

Presentation on theme: "Promotion Advancement within a organization is ordinarily labeled as ‘Promotion’. It is an upward movement of an employee from current job to another that."— Presentation transcript:

1 Promotion Advancement within a organization is ordinarily labeled as ‘Promotion’. It is an upward movement of an employee from current job to another that is higher in pay, responsibility,status and organizational level. A mere shifting of an employee to a different job which has better working hours, better pleasant working conditions does not imply promotion. It is a vertical movement in rank and responsibility. Unit - IV 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

2 Examples of promotion:
According to E.B. flippo “ promotion involves a change from one job to another that is better in the terms of status and responsibilities. According to Scott and Spreigal: “A Promotion is the transfer an employee to a job that pays more money or that enjoys some preferred status.: Examples of promotion: HR Assistant receives a promotion to HR Generalist HR Generalist receives a promotion to a dual role of HR Generalist and Employee Development Coordinator HR Generalist is given a promotion to HR Manager HR Manager is given a promotion to Manager of Human Resources and Administration HR Manager is promoted to HR Director Unit - IV 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

3 Purpose of Promotion To recognize an employee’s performance and commitment/loyalty and motivate him towards better performance To boost the morale and sense of belonging of employees. To retain skilled and talented employees. To develop a competent internal source of employees for higher level jobs To utilize more effectively the knowledge and skills of the employees To attract suitable and competent workers for the organization. Unit - IV 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

4 Types of promotion Classified into 4 types:
Dry Promotion:- Where an employee is promoted to higher position and responsibility without any increment in salary Vertical Promotion:- In this type the employee is moved to the subsequent higher level accompanied by greater power ,responsibility, position and salary Upgradation:- The job is promoted in the organizational hierarchy. As a result ,the employees obtain s additional salary, higher responsibility and power. Up or Out:- In this person must earn promotion or search employment elsewhere. Unit - IV 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

5 Bases of Promotion Seniority Merit Merit means ability to work .
Seniority means length of recognized service in an organization Seniority means the calculation of time from when an employee has joined the company and served for how many years in the company. The senior most person in the lower grade shall be promoted as and when there is an opening in the higher position Seniority is suggested as the criteria for promotion on the plea that there is a positive correlation between length of the service and talent Merit means ability to work . It denotes an individual employee’s skill, knowledge, ability, efficiency and aptitude as measured from educational, training and past record If the merit is adopted as basis of promotion then the person in the lower grade ,no matter his junior most in the company, shall be promoted. It encourage all employee to improve their efficiency Unit - IV 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

6 Advantages Merit Seniority
It implies the knowledge, skills and performance record of an employee. It motivates competent employees to work hard and acquire new skills. It helps to maintain the efficiency of the organization by recognizing talent and performance It helps to attract and retain young and promising employees in the organization Easy to measure the length of service  Trade union generally emphasis on seniority. Security and certainty is also plus point Minimize the scope of grievances and conflicts Reducing labour turnover It provides a sense of satisfaction to senior employees and is in line with the Indian Culture of respecting seniority in all walks of life. Unit - IV 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

7 Disadvantages Seniority Merit
The assumption that the length of the service indicates talent is not valid because beyond a certain age a person may not learn. Performance and potential of an individual is not recognized. It demotivates and demoralize the young employees who are talented Kills the zeal and interest for self development The concern fails to attract young and hardworking employees Measuring Merit is not easy, subjective judgement may involve. Many Employee, particularly trade unions distrust the management’s integrity in judging merit. And when younger employees are promoted over the older one, the older employees may feel insecure. They may leave the organization as well. Unit - IV 16BA609 & Human Resource Management, Mr.K.Mohan Kumar, AP/MBA

What is an upward movement of employees?

What employee movement that refers to upward movement of an employee from current job to another that is higher in pay responsibility and or organizational level?

What kind of promotion when an employee is promoted from a lower category to higher category?

Is the movement of employee from one position to another of a higher level?