Employee Job Promotion Policy

1. Promotion : A significant step in employee lifecycle

2. Promotion? Upward movement in the organization hierarchy More opportunities Better pay and privileges Enhanced job roles and responsibilities More Authority Enriching Learning Curve Higher designation A trigger for engaging & retaining people with organization

3. HR’s Role: Managing Employee Promotions Length of service Appraisal Ratings Leadership capability Pay for Performance Promote for Potential Willingness to accept new challenges Alignment in the Organization structure Preparing for new roles Assess the need for promotion

4. Non Competitive • Employees are promoted on a certain set rules of the organization which may include ratings, tenure of the service, vacancy in the org structure, recommendation of HOD, etc. • Companies following this are mid to large sized companies like Zee Media, Tata Sky, Dishtv, etc. • Competitive • Employees undergo a set of assessment centers, BEIs, panel interviews, etc to get evaluated for promotions. • Companies following this are usually giant multi national corporations like Tesla, Volvo, Diamler Strategies for Employee Promotion

5. Few unknown facts about Employee Promotions! • 10% of the employees are promoted on an average in a appraisal cycle per year. • The tenure of service with the organization is usually 3 years considered by most of the organizations for promotions. • Employee replacement generally costs 4 times of the one month additional salary of a new employee, therefore companies do not seek employee turnovers. • Promotions help employees to stick around on an average of 2 additional years. • Employee who is promoted has a higher self esteem and more engagement levels. • In most of the companies, non competitive promotions especially based on employee tenures happen.

6. On the look out for recommending people for promotions: Manager’s Perspective Employees who give solutions than narrating problems Never say no to an assigned task Willingness to take more charge Performance with the organization Understanding of the business

7. Productivity • Reducing expenses • Increasing efficiency • Revenue • New Business avenues • New markets & Customers • Increasing value to existing customers • Creating value for shareholders Financial Goals Strategy Map for HR Customer Goals Operational Excellence Customer Value Brand Imagery – Preferred Employer Brand Role of HR • Operational Efficacy • Business Process Reengineering • Process standardization • Employee Satisfaction • Creating employee worth in the value chain • Manpower Productivity • Best Talent Fits • SMART employee goals & robust PMS Employees as Brand Ambassadors Internal Goals Learning & Growth Goals Improved Competence Stronger policies & value system Technological Pace

8. The Future! HR Business HR