04. Staff promotions
Staff promotions
Presenting organizational strategies that help Employees to attain developmental desires goals while achieving organizational benefits. This is steady with Herriot and Pemberton (1996) as in price (2005) view that effectiveness calls for a “career contracting” technique where the change of organizational and man or woman desires and resources are negotiated. On this converting profession context, understand how some traditional human resource activities, such as the internal employee transfer process, can be adopted to recognize the increasing importance of employee development needs. Effective career promotions in an organization have been seen as requiring an integrated career-focus throughout all aspects of an organization’s human resource management system (Glinow et al, 1983). Role changes, particularly transfers to new positions are significant career-related events from both organizational and individual perspectives.
The movement of employees from position-top position within organizations is a ubiquitous feature of organizational life. While employee moves associated with turnover and the geographic relocation has been well studied in the organizational literature, the employee promotion process has not been widely studied. Dissatisfaction with career prospects is a major cause of ET (Curtis and Wright, 2001). Often there is little that employers can do about people needing to move on to improve their careers, especially in flatter organizations. Accordingly, the available literature strongly suggests that there is a negative relationship between SP and ET.
References :
Kuhn, J.W., and Chamberlain, N.W. (1965). “Collective Bargaining”, 2nd Edition, New York: McGraw-Hill.
Pattanayak, B. (2006). “Human Resource Management”, 3rd edition, Printice Hall of India (Pvt) Ltd.
Luthans, F. (1995). “Organizational Behavior , 7th edition, New York, McGraw Hill.
Herriot, P., and Pemberton, C. (1996). “Contracting Carrerrs”. Human Relations, Vol. 49, pp:757-790.
Glinow, V.M., Driver, M., Brousseau, K., and Prince, J. B. (1983), “The design of a career-oriented Human Resource System”, Academy of Management Review, Vol. 8(1), pp:23-32.
Curtis S., and Wright D. (2001). “Retaining Employee, the fast track to commitment”, Management Research, Vol 24.
In an organization or a firm, employees should be helped to achieve their goals while developing their skills and knowledge by the organization. They will have a desire to get a higher position in the company while they actively engaged in taking their company to the success. Your article is explaining the details deeply. According to your idea, how SP will connect with ET in a company?
ReplyDeleteThank you Amodinee. I invite you to read full blog & the result showed that below findings were revealed from the results which showed that:
Deletei. Employees will not intend to leave when promotion is as at when due.
ii. Employees will not intend to leave when promotion is regular.
iii. Employees will not intend to leave when promotion criteria is transparent.
iv. Employees will not intend to leave when satisfied with promotion.
Following highlighted points benifits of the staff promotions.
ReplyDelete1. company's reputation for valuing and rewarding hard work, often demonstrated through promotions, can attract top-tier talent. The prospect of career advancement and recognition for their efforts becomes a compelling factor for qualified individuals when choosing where to work
2. Positive impact of promotions on individual performance can contribute to overall organizational productivity. As employees strive for advancement, their increased performance can have a cascading effect, enhancing productivity across the entire organization
3. Promotions create a sense of loyalty and belonging among employees. Recognizing and advancing individuals within the organization not only encourages loyalty but also contributes to a higher retention rate, as companies strive to retain their best-performing talent.
4. Promotions serve as powerful motivators. The prospect of advancement can inspire employees to strive for excellence, fostering a culture of continuous improvement within the workplace.
5. Linking promotions to performance creates a performance-driven culture. Employees are incentivized to elevate their performance standards, resulting in higher-quality work and contributions to the organization.
Source - indeed career guide
Thank you channa. insightful informations.
DeleteThe mentioned benefits are very useful for organisations profitability & reduce staff turnover
Hi Channa, this is a very useful article for all of us, and promotions within organizations offer employees growth opportunities, higher responsibilities, and better recognition. The process varies in its impact, yet fostering employee development aligns individual aspirations with organizational strategies, contributing to retention and career fulfillment.
ReplyDeleteThank you Dammika.
DeleteA promotion signifies a shift in responsibilities within the same organization, accompanied by advantages such as an increased salary, enhanced flexibility, additional benefits, and broader duties. Those elevated to a new position often prove to be an excellent fit, having already gained an intimate understanding of the organization’s values, culture, and obligations.
When an organization prioritizes internal promotions, it conveys its commitment to nurturing existing talent and appreciating hard work. This approach can increase motivation and instill a sense of loyalty to the organization.
Is it accurate to say that staff promotions have a direct relationship with job satisfaction, or are there other aspects that contribute to overall job satisfaction levels among employees in an organization?
ReplyDeleteGood point jean. According to the banking sector which I have selected staff promotions are in a higher position in job satisfaction. How ever there some other factors also involving for the job satisfaction like below,
DeleteThere are some other components to job satisfaction. These factors are engagement, respect for employees (showing you appreciate their work), motivating employees, home/work balance, and agreed-upon compensation. All of these components allow the employee to feel comfortable at work and keep them motivated.
Dear channa,
ReplyDeleteThis article emphasizes the significance of staff promotions as a crucial aspect of organizational development, highlighting the link between effective promotions and reduced employee turnover.