Promotion : A significant step in employee lifecycle
Promotion? t in the n e m e v o m d r a Upw chy r a r ie h n io t a iz n orga
Better pay and p r Enhance d job rol es and responsi bilities
Mo re
ivileges
Enriching Learning Curve
Mo re
opp ort uni tie
Au tho rity
A trigger f Higher des or engagin ignation g & retaining people wit h organiza tion
s
HR’s Role: Managing Employee Promotions Length of service Appraisal Ratings
Pay for Performance
Alignment in the Organization structure
Leadership capability
Promote for Potential Willingness to accept new challenges
Preparing for new roles
Assess the need for promotion
Strategies for Employee Promotion Non Competitive
Competitive
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Employees undergo a set of assessment centers, BEIs, panel interviews, etc to get evaluated for promotions.
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Companies following this are usually giant multi national corporations like Tesla, Volvo, Diamler
Employees are promoted on a certain set rules of the organization which may include ratings, tenure of the service, vacancy in the org structure, recommendation of HOD, etc. Companies following this are mid to large sized companies like Zee Media, Tata Sky, Dishtv, etc.
Few unknown facts about Employee Promotions!
10% of the employees are promoted on an average in a appraisal cycle per year. The tenure of service with the organization is usually 3 years considered by most of the organizations for promotions. Employee replacement generally costs 4 times of the one month additional salary of a new employee, therefore companies do not seek employee turnovers. Promotions help employees to stick around on an average of 2 additional years. Employee who is promoted has a higher self esteem and more engagement levels. In most of the companies, non competitive promotions especially based on employee tenures happen.
On the look out for recommending people for promotions: Manager’s Perspective
Employees who give solutions than narrating problems
Performance with the organization
Never say no to an assigned task Willingness to take more charge
Understanding of the business
Strategy Map for HR Financial Goals
Customer Goals
Role of HR Internal Goals
Learning & Growth Goals
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Revenue
Productivity
• New Business avenues • New markets & Customers • Increasing value to existing customers • Creating value for shareholders
Reducing expenses Increasing efficiency
Operational Excellence Operational Efficacy
• Business Process Reengineering • Process standardization
Improved Competence
Brand Imagery – Preferred Employer Brand
Customer Value
Employee Satisfaction
• Creating
employee worth in the value chain
Manpower Productivity
•Best Talent Fits • SMART employee goals & robust PMS
Stronger policies & value system
Employees as Brand Ambassadors
Technological Pace 7
The Future!
HR
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Business HR