Discovering a job is a gadget that brings hope to an individual’s life that they are trusted and believe they can have a contribution to the society’s development. However, job promotion is a nervous period since someone can be found in one job for last dedicates without being promoted. According to Workopolis blog, a specialised online job searching portal, many companies fear appearing as though they are playing favorites. “Be aware that 18months - two years is usually the minimum amount of time to wait for a promotion, unless an employee has had a discussion about that timeline being shortened before they were even hired.” It is essential to provide promotions time-to-time in order to stay ahead of your competitors and create a positive attitude within your employees. Net photo. Employee promotion normally takes place in the months of January, July and September, based on the organisation’s strategic plan. Emmanuel Musoni, a Human Resource Manager defines an employee promotion as an upward movement of an employee from one job to another. In other words, it is recognition of a person’s contribution to a company that involves some combination of high salary, more senior job title, more and higher-level responsibilities. Early 15th century in the wake of the great depression, employers started to add benefits packages. The goal was to keep and attract the best talents, hence, the idea was to support the employee’s personal needs and goals. However, this trend of offering benefits has continued in the 21st century and will keep existing in the coming ages. There are four ingredients of job promotion at workplace, including; horizontal promotion, vertical promotion, dry promotion as well as open and close promotion According to Musoni, horizontal promotion is a kind of promotion where an employee is given a reward with a pay increase but little to no charge in responsibilities. “This is also known as the up-gradation of an employee,” Musoni said. For vertical promotion, Musoni said, this refers to an upward movement of employees with a change in skills and experience, and it brings a change in salary, responsibility, status and benefits. Due to the nature of the job, it can change the nature of the job as well. He added that dry promotion refers to an increase in responsibilities and status without benefits. It means no increase in pay or any financial benefits for that matter. In this promotion, employees are not particularly fond of it. “Every individual of an organisation in open promotion is eligible for the positions while in closed promotion, only selected team members are eligible for a promotion” Musoni said. Texila HR wrote that employee promotion plays a critical role in the career growth of an individual. The importance of acknowledging and promoting an individual to the higher hierarchical level within an organisation makes them feel valued and recognized for their hard work. “It is essential to provide promotions time-to-time in order to stay ahead of your competitors and create a positive attitude within your employees. It also improves employee engagement, boosts productivity, and reduces attrition” The Texila HR said. Organisation’s benefits Frank Muhozi, an entrepreneur highlighted that an organisation that promotes from within has the opportunity to identify the characteristics, qualifications and skills it wants in the leadership team plus amidst of them including; The company saves money; if a company employs an industry recruiter, it will pay for those leads, pre-qualifications and introduction. The companies save money filling open positions with current employees. Time consuming; finding an outside executive can be time-consuming and bringing in outside help means lowered productivity while the new member of the team gets up to speed. Learning curve made easier; employees who are promoted from within are more likely to have a good understanding of the organisations, they already know a lot about the job entails, they are familiar with company management and system as well as management have a chance to know a candidate’s strength and weakness. Success; promoting from within a company helps keep productivity high, leading to success of the company. New employees appreciate opportunities for advancement and the potential for growth. If your employees know there is a potential career path within the organisation, you are less likely to lose promising staff to another company, hence promoting the success of both the individual and the company.
