When a person receives a promotion, they are rewarded for good performance by receiving a higher rank or position in the organization.
Explain the impact of a promotion
A person's promotion can involve advancement in several areas including: designation, salary and benefits, and the type of job activities they have to perform.
The power that hiring and promoting managers have in terms of awarding promotions differs from one organization to the next.
The degree to which job activities change varies between industries and sectors. In some fields, even after an employee is promoted, they continue to do similar work and the differences may be in the complexity of the task rather than the activity.
the advancement of an employee's rank or position in an organizational hierarchy system.
A promotion is the advancement of an employee's rank or position in an organizational hierarchysystem .A promotion may be an employee's reward for a goodperformance, such as a positive appraisal. Before a company promotes an employee to a particular position, it ensures that the person is able to handle the added responsibilities by screening the employee with interviews and tests and giving them training or on-the-job experience.
A promotion can involve advancement in terms of designation, salary, and benefits. In some organizations, the type of job activities may change a great deal. In many companies and public service organizations, more senior positions have a different title: an analyst who is promoted becomes a principal analyst, an economist becomes a senior economist, and an associate professor becomes a full professor.
The amount of salary increase associated with a promotion varies between industries and sectors, and depends on what parts of the hierarchical ladder an employee is moving. In some industries or sectors, there may be only a modest increase in salary for a promotions; in other fields, a promotion may substantially increase an employee's salary.
The same is true with benefits and other privileges. In some industries, the promotion only changes the title and salary, and there are no additional benefits or privileges (beyond the psycho-social benefits that may accrue to the individual). In some not-for-profit organizations, the values of the organization or the tightness of funding may result in there being only modest salary increases associated with a promotion. In other industries, especially in private sector companies, a promotion to senior management may carry a number of benefits, such as stock options, a reserved parking space, a corner office with a secretary, and bonus pay for good performance.
A Promotion's Impact on Job Activities
The degree to which job activities change varies between industries and sectors. In some fields, even after an employee is promoted, they continue to do similar work. For example, a policy analyst in the federal government who is promoted to the post of senior policy analyst will continue to do similar tasks such as writing briefing notes and carrying out policy research. The differences may be in the complexity of the files to which the individual is assigned, or in the sensitivity of the issues with which they are asked to deal.
In other fields, when an employee is promoted, their work changes substantially. For example, whereas a staff engineer in a civil engineering firm will spend their time doing engineering inspections and working with blueprints, a senior engineer may spend most of their day in meetings with senior managers and reading financial reports.
Who Can Grant a Promotion
Different organizations grant hiring and promoting managers different levels of discretion with which to award promotions. In some parts of the private sector, the senior management has a very high level of discretion to award promotions. They can promote employees without going through as many procedures or formalities, such as testing, screening, and interviewing. In the public sector and in academia, there are usually many more checks and balances in place to prevent favoritism or bias.
In many Western public service bodies, when a manager wants to promote an employee, they must follow a number of steps, such as advertising the position, accepting applications from qualified candidates, screening and interviewing candidates, and then documenting why they chose a particular candidate. In academia, a similar approach is used, with the added safeguard of including several layers of committee review of the proposed promotion using committees that include members of other faculty and experts from other universities.