Employee Job Promotion Policy

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Promotion A significant step in employee
lifecycle
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Promotion?
Upward movement in the organization hierarchy
More opportunities
Better pay and privileges
Enhanced job roles and responsibilities
More Authority
Enriching Learning Curve
Higher designation
A trigger for engaging retaining people with
organization
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HRs Role Managing Employee Promotions
Length of service
Appraisal Ratings
Leadership capability
Pay for Performance Promote for Potential
Willingness to accept new challenges
Alignment in the Organization structure
Preparing for new roles
Assess the need for promotion
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Strategies for Employee Promotion

• Non Competitive
• 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.

• Competitive
• Employees undergo a set of assessment centers,
  BEIs, panel interviews, etc to get evaluated for
  promotions.
• Companies following this are usually giant multi
  national corporations like Tesla, Volvo, Diamler

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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.

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On the look out for recommending people for
promotions Managers Perspective
Employees who give solutions than narrating
problems
Never say no to an assigned task Willingness to
take more charge
Performance with the organization
Understanding of the business
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Strategy Map for HR

• Productivity
• Reducing expenses
• Increasing efficiency

• Revenue
• New Business avenues
• New markets Customers
• Increasing value to existing customers
• Creating value for shareholders

Financial Goals
Customer Goals
Operational Excellence
Customer Value
Brand Imagery Preferred Employer Brand
Role of HR

• Operational Efficacy
• Business Process Reengineering
• Process standardization

• Manpower Productivity
• Best Talent Fits
• SMART employee goals robust PMS

Employees as Brand Ambassadors

• Employee Satisfaction
• Creating employee worth in the value chain

Internal Goals
Learning Growth Goals
Improved Competence
Stronger policies value system
Technological Pace
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The Future!
HR
Business HR