Effectiveness of Promotion Practices

                          Effectiveness of Promotion Practices

Promotion – any growing company around the world, Promotion is very emotional feeling for all the hard working employees. Developing their career ladder is the most important expectation of these employees. As per that, the promotions process of the organization should be more reliable and effective to promote the most excellent employees of the company, to get the best out of the employees which can be benefitted to the employee and employer( Ghosh & Waldman, 2010). 

                            

                                                     Figure 1 Promotion (Kelly Bowers, 2020)

All company should have Procedure for that, Management To Obtain the best Talent available within the company to fill Senior position. To Provide Employee with the opportunity to advance their careers within the company in accordance with the opportunities available

For that company should have Promotion Policy and Procedure

First Vacancies should be advertised internally

Promotion opportunities should be open to all, irrespective of race, creed, sex or marital status

Departmental managers should not be allowed to refuse promotions within a reasonable time unless the individual has been in the department for less than, say, one year, or the department has recently suffered heavy losses through promotions or transfers. (Armstrong, 2006)

 

Company Delta Galil Vietnam –

Manufacturing Apparel product worker strength 2500

 Promotion Practices

Company HR department will publish the vacant positions for Promotions thru Notice board & the Announcement Systems.

Later on the employees who are eligible / qualified for the mentioned positions will applied based on the requirements.

Once the above mentioned process has completed, HR Department has an evaluation form which all the candidates has to fill up by their own and based on that the employee will be evaluated for the required positions.

Example – Evaluation Form

                                 Figure 2 - Evaluation Report (HR, Delta, 2019)                        
 

Once the Evaluation form filled by the candidate the respective department Head and the Superior will be evaluate the candidate based on the above mentioned Evaluation Form. 

As the next step the HR Team will get the approval from Top Management for the selected candidate.

As the final step the HR Department will confirm the new potion with the Promotion Date and the other benefits which the candidate will be eligible. 

Once the candidate has been selected, the organization will arrange a development plan for the candidates which will be benefited for both employee and the employer which will help the new candidate to work in an efficient and effective manner.

(If the candidate couldn’t able to match with the organizational requirements the organization have a different strategic plan to develop a person to the required position)

Strategic Training plan for the Promotion.

Once the position has been vacant the department Head will take the necessary actions to fulfill the position and same as to that is the department head could get the right candidate he will immediately inform the HR Department to get the right candidate to the right position.

HR Department will publish the vacant position & call the candidates for the selection process to select the suitable candidates which can provide the necessary Training as well.

To develop the selected candidate the internal Trainings will be provided by the organization and if it’s not enough the organization will provide the external trainings too.   

Once the training process has been completed the candidate selection process will be proceed as per the above mentioned Evaluation process.

 

Conclusion

If the company has a good promotion process for the employees , the employees will always be remain in the company and it will be more benefitted to the organization to have the most effective and efficient employees and it will directly link with the organizational goals and the growth..

Reference

 

Ghosh, S. & Waldman, M., 2010. Standard promotion practices versus up-or-out contracts. The Rand Journal of Economics , 41(2), pp. 215-416.

Armstrong, M., 2006. Human Resource Management. 1oth ed. London and Philadelphia: Kogan Page Limited.

HR, Delta, 2019. Evaluation Report, Binh Dinh: Delta HR.

Kelly Bowers, 2020. MASSAGE 35 magazine. [Online]
Available at: https://www.massagemag.com/marketing-without-the-ick-practice-confident-massage-promotion-125144/
[Accessed 3 11 2021].