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Promotion: Prepared By: Ravina R Khristi M.SC - Nursing Ghpscon Karamsad

Promotion involves changing an employee's responsibilities and status within an organization, usually accompanied by higher pay. It has several purposes, including rewarding employee performance and service, increasing effectiveness, building morale, and incentivizing further development. Promotions can be based on seniority, merit, or a combination. Seniority promotions prioritize tenure, while merit focuses on capabilities, with each approach having advantages and disadvantages. Organizations should have a clear, impartial promotion policy outlining eligibility and processes to evaluate candidates fairly.

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ravina Khristi
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140 views

Promotion: Prepared By: Ravina R Khristi M.SC - Nursing Ghpscon Karamsad

Promotion involves changing an employee's responsibilities and status within an organization, usually accompanied by higher pay. It has several purposes, including rewarding employee performance and service, increasing effectiveness, building morale, and incentivizing further development. Promotions can be based on seniority, merit, or a combination. Seniority promotions prioritize tenure, while merit focuses on capabilities, with each approach having advantages and disadvantages. Organizations should have a clear, impartial promotion policy outlining eligibility and processes to evaluate candidates fairly.

Uploaded by

ravina Khristi
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Promotion

Prepared By:
Ravina R Khristi
M.Sc.Nursing
GHPSCON
Karamsad
Introduction
 Promotion is a term that implies change and calls for greater
responsibilities and usually involves higher pay and better
terms and conditions of services and therefore a higher status
or rank
Definition
 Promotion is advancement of an employee to a better job,
better in terms of greater responsibility, more prestige or
status, greater skill, and especially increased rate of pay or
salary.
 According to scott and clothier,” a promotion is the transfer
of an employee to a job that pays more money, or one that
carries more preferred status.”
Purposes of promotion
 For rendering effective service to the company
 To retain and reward an employee for his service to the company.
 Increases the employee’s and organization’s effectiveness
 It becomes the reason for the employee to believe that their turn
will come next and so they may remain with the company and
reduce the labour turnover
 It builds morale and belongingness on the part of the employee
 It promotes job satisfaction on the part of the employee
 It increases interest in training and in self development as a
necessary preparation for promotion
As per watkins,Dodd and others
purposes of promotion are:
 To maintain proved training, skill and ability
 To propose legitimate training for progression.
 To provide an effective incentives for enterprise, initiative
and ambition.
 To pull in competent and suitable workers.
 To cut down unrest and discontent.
Types of promotion
 multiple chain promotions: which provide for a systematic
linking of each position to several others. Such promotions
identify multi-promotional opportunities through clearly
defined avenues of approach and exit from each position in
the organization.
 Up or out promotion: a person must either earn a promotion
or seek employment elsewhere. Many universities and other
organizations follow this practice. Such promotions often
lead to termination of services.
 Dry promotions: are those that are given in lieu of increases
in compensation, when all compensation in adjusted upward
to keep pace with the cost of living, we have dry promotions.
Seniority
 This determines the order of precedence according to the
age and experience.
 It creates sense of security among the employees
DISADVANTAGES:
 It assumes that all the employees of cadre are fit for
promotion irrespective of capabilities.
 It encourages lethargy and and in efficiency.
 It prevent youngers placed over the senior.
 It will detoriate the work efficiency if the senior will not
keep pace and prevent to attract capable persons.
Merit system
 It is just the opposite to the principles of seniority .
There should be objectivity in selection.
METHOD OF TESTING MERIT
 Written test or without interview : Without test may be
competitive ,departmental exams to test the knowledge of
candidates in the relevant field. These are also called promotional
examinations
 Discretion of the HOD: Sometimes the merit of promotion is
to left to the judgment of the HOD ,who has the personal
knowledge of all employees and knows about their work in
organization.
 Service record and efficiency rating : In the public sector
the annual confidential record {ACR} .HOD or next senior
usually fills the confidential report about the performances of
subordinates. and the record is the valuable aid to the judgment in
selecting candidates.
 ADVANTAGES:
 Encourages the capable and young employees to fill the post.
 It recognizes and rewards extra know legible employees.
 It generates greater motivation among competent work force
 It is a logical and scientific system of promotion and enhance
the efficiency of organization.
 DISADVANTAGES:
 Chance of favorism
 Leads resentment among senior employees.
Seniority cum merit system
 Seniority as well merit parameters are kept in mind at the
time of selecting candidates..
 This is one of the balanced way of screening out the best
candidate to fill the job.
Promotion policy
 It should clearly stated either the promotion be done within
the organization or outside the organization.
 It should be fair ,impartial and planned activity.
 The promotional routes to be followed for different cadre
should be mentioned clearly.
 There should be a provision for training and development of
existing employees if promotion is considered within
organization.
 Records of employees should be maintain properly so that it
can be use in time of promotion.
Bibliography
 I. clement,”Management of Nursing service and education”
Published by Elsevier, Edition 2011.

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