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Prepared By:
Ravina R Khristi
 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
 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
 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.
 This determines the order of precedence according to the
age and experience.
 It creates sense of security among the employees
 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.
 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
 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
 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.
 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.
 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
 Records of employees should be maintain properly so that it
can be use in time of promotion.
 I. clement,”Management of Nursing service and education”
Published by Elsevier, Edition 2011.