PROMOTION SENIORITY BASIS VS MERIT BASIS HUMAN RESOURCE MGMT

• PROMOTION SENIORITY BASIS VS MERIT BASIS
  HUMAN RESOURCE MGMT
• PROMOTIONS
• PROMOTIONS IS THE TRANSFER OF AN EMPLOYEE TO A JOB WHICH PAYS MORE MONEY OR ONE THAT CARRIES SOME PREFERRED STATUS.
• UPWARD MOVEMENT FROM CURRENT STATUS TO HIGHER STATUS IN THE ORGANIZATION.
• PIGOURS AND MYERS,” PROMOTION IS ADVANCEMENT OF AN EMPLOYEE TO A BETTER JOB-BETTER IN TERMS OF GREATER RESPONSIBILITIES,MORE PRESTIGE OR STATUS,GREATER SKILL AND ESPECIALLY INCREASED RATE OF PAY OR SALARY.”
• PROMOTIONS
• NEED

1. TO FURNISH AN EFFECTIVE INCENTIVE
2. TO CONSERVE PROVED SKILL,TRAINING AND ABILITY
3. TO REDUCE DISCONTENT AND UNREST
4. TO ATTRACT SUITABLE AND COMPETENT WORKERS
5. TO SUGGEST LOGICAL TRAINING FOR ADVANCEMENT.

• TYPES OF PROMOTIONS

1. VERTICAL PROMOTION
2. UP OR OUT PROMOTION
3. DRY PROMOTION

• PRINCIPLES OF PROMOTIONS

1.     POLICY SHOULD BE IN WRITTEN

2.     POLICY SHOULD LAY DOWN WHAT PERCENTAGE OF VACANCIES IN HIGHER LEVEL OF HIERARCHY ARE TO BE FILLED UP BY THE PROMOTION

3.     BASIS ON WHICH PROMOTION IS TO BE DONE

4.     MUST BE FLEXIBLE

5.     SHOULD BE FAIR AND IMPARTIAL

6.     SYSTMATIC LINE OF PROMOTIONS CHANNEL SHOULD BE INCORPORATED

7.     NORMS AND CONDITIONS

8.     COMMUNICATING THE POLICY TO EMPLOYEES

9.     COMPETENT AUTHORITY

• BASES OF PROMOTION
• BASES OF PROMOTION

1. SENIORITY BASIS :- LENGTH OF SERVICE IN THE COMPANY
2. ON MERIT BASE:- BASIS OF SKILL,KNOWLEDGE,ABILITY AND EFFICIENCY

• PROMOTION ON THE BASIS OF SENIORITY

1. LENGTH OF RECOGNIZED SERVICE IN THE ORGANIZATION
2. SENIOR MOST PERSON WILL BE PROMOTED
3. POSITIVE CORRELATION BETWEEN THE LENGTH OF SERVICE IN THE JOB AND THE AMOUNT OF KNOWLEDGE AND LEVEL OF SKILL ACQUIRED BY AN EMPLOYEE IN THE ORGANIZATION
4. NO CHANCE OF FAVORITISM
5. PROMOTIONS ON SENIORITY BASE

• MERITS

1. SIMPLE TO UNDERSTAND AND OPERATE
2. SATISFIES THE ASPIRATION AND MORALE OF THE EMPLOYEE
3. MUCH MORE ECONOMICAL
4. KNOWN MAN OF GOOD PERFORMANCE RATHER THAN UNKNOWN OUTSIDER

• DEMERITS

1. INADEQUACY OF INTERNAL SOURCE
2. DEMOTIVATION TO COMPETENT EMPLOYEES
3. NO DIFFERENTIATION BETWEEN COMPETENT AND INCOMPETENT
4. NOT NECESSARY THAT EMPLOYEES LEARN WITH LENGTH OF SERVICE
5. CHANGE IN TECHNOLOGY

• PROMOTION ON THE BASIS OF MERIT

1. MERIT MEANS ABILITY TO WORK
2. DENOTES AN EMPLOYEE ‘S SKILL,KNOWLEDGE ,ABILITY
3. IN THIS METHOD THE MOST CAPABLE PERSON IS PROMOTED
4. MERIT IS DETERMINED BY JOB PERFORMANCE

• PROMOTION ON MERIT BASIS
• MERITS

1. MOTIVATION TO COMPETENT EMPLOYEES
2. MAXIMUM UTILIZATION OF HUMAN RESOURCES IN AN ORGANIZATION
3. CONTINUOUSLY ENCOURAGES THE EMPLOYEE TO ACQUIRE
4. UPLIFTMENT OF MORALE

• DEMERITS

1. JUDGING OF MERIT IS DIFFICULT
2. NOT SUPPORTED BY TRADE UNION
3. SUBJECTIVE
4. NO SENSE OF CERTAINTY
5. CREATE DISSATISFACTION

• SENIORITY –CUM –MERIT PROMOTIONS

1. MGMT MOSTLY PREFER MERIT AS THE BASIS
2. BUT TRADE UNION PREFER SENIORITY
3. THE MOST WIDELY USED IS SENIORITY AND ABILITY
4. MINIMUM LENGTH OF SERVICE AND MERIT
5. MEASUREMENT OF SENIORITY AND MERIT THROUGH A COMMON FACTOR