Promotions & Succession.pptx

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    Promotion and Succession

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    Internal/External Mobility

    The lateral or vertical movement(promotion,

    transfer, demotion or separation) of an employee

    within an organization is called internal mobility.

    Some employees leave the organization for reasons

    such as better prospects, retirement, termination etc.

    Such movement is called external mobility.

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    Reasons for Internal Mobility

    Improve organizational effectiveness

    Improve employee effectiveness

    Adjust to changing business operations

    Ensure discipline

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    PROMOTIONS

    Definition: An upward advancement or movement of

    an employee in an organization from current job to

    another, which commands better pay, better status and

    prestige and higher opportunities and challenges,

    responsibility and authority, better working

    environment and facilities and a higher rank.

    Promotion has an in-built motivational value, as it

    elevates the status and power of an employee within an

    organization.

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    Purpose of Promotion

    1. To furnish an effective incentive for initiative, enterprise

    and ambition

    2. To conserve proved skill, training and ability

    3. To reduce discontent and unrest

    4. To attract suitable and competent workers

    5. To suggest logical training for advancement

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    Types of Promotions

    Merit Based Promotions based on superior performance in

    the current job.

    Advantages- Motivates to work hard, improve knowledge, skills and contribute to

    organizational efficiency

    The employer focuses attention on talented people, recognize and

    reward their contributions

    Inspires other employees to improve their standards of performance

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    Seniority Based Promotion

    Promoting employees on the relative length of service in the

    organization. Its a measure against favoritism, discrimination and

    subjective judgement.

    Limitations-

    The assumption the employee learns more with length of service is not

    always true.

    It de-motivates the competent employees.

    Employees do not show interest in enhancing skills as there is no

    promise of fast growth.

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    PROMOTION POLICY

    It should be fair and impartial

    Promotion should be a planned activity

    It should provide equal opportunity for promotion in all categories of

    jobs, departments etc

    It should contain clear cut norms and criteria

    Appropriate authority for making final decision

    It should contain reinforcing future chances in minds of rejected

    candidates

    Preferably selection for higher positions internally

    Balance between seniority and merit

    Promotion policy should be transparent

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    Succession

    Succession management is used to examine existing

    managerial talent in light of future competencies and future

    business needs and challenges.

    Right talent should be available when needed with the

    appropriate experience and development required for

    higher level jobs.

    It focuses on creating a pool of candidates with high

    leadership potential.

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    Succession Planning

    It ensures that planned training and development of the

    potential employees takes place.

    Employees identified are nurtured, trained and developed

    for future leadership roles.

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    Succession management activities:

    Identifying the shortage of leadership skills and defining the requirements-

    Executive competencies and skills for various levels are determined.

    Identifying potential successors for critical positions- People with the

    requisite talent move into senior leadership roles.

    Coach and groom the selected employees- Enriching developmental

    opportunities must be given to them such as handling important projects

    Secure top managements commitment and support- Consistent supportand direction help in assessment, training, development and retention

    programmes