Organizational Promotion - Assignment Example

Selection of staff for promotion is about selecting the right person for a higher job and it's a two-way process of companies to invite knowledgeable and talent applicant to enjoy higher designation within the firm. Before the actual interview process, short-listing is used for filtering for the right candidates to be promoted to higher positions. Then the suitable candidates can be selected through these techniques. Some of the more popular selection techniques are the interviews, tests, and assessment centre.

By far interviewing is the most commonly used as a promotional selection tool. There are two structured interview techniques are behavioural and situational interview. During interview, the candidate can demonstrate their ability and present their expertise to the interviewers. The interviewers can make assessment by comparing the performance of each interviewee and promote the suitable candidate for particular position. The selection process at different stages of the enterprise is different; therefore, during the interview, the interviews can setup the assessment criteria to meet their need based on the requirements.

Internal promotion process may generate a large number of applicants for vacant higher positions, especially when an open rather than a closed recruitment system is used. Initial assessment methods are used to screen out internal applicants who do not meet the minimum qualifications needed to become a candidate for a position. Types of Initial assessment methods are skills inventory, which uses existing data on employee skills that may be found in organizational files. Peer assessments, which are used to evaluate the promotabilitiy of an internal applicant.

Self-assessment is when job incumbents can be asked to evaluate their own skills as the basis for determining promo ability. Managerial sponsorship involves senior management identifying and developing the profiles of those individuals at lower levels in the organization. The last type of initial assessment is informal discussion/recommendations, which is when not all promotion decisions are made on the basis of formal HR policy, and procedures, which can be questioned in terms of their relevance to actual job performance.

Substantive AssessmentsSubstantive assessments are used to narrow the internal applicant pool down to finalists. Some types of substantive methods include seniority and experience, which are among the most prevalent methods of internal selection. Job knowledge tests which measure one's mastery of the concepts needed to perform certain work which is usually measured with a paper and pencil test that is based on the job content. Performance appraisals, which capture both ability and motivation, which offers a complete, look at a person's job qualifications.

Promotional RatingPromotability Ratings may be done at the same time as performance appraisals are useful for both recruiting and selection activities discussing what is needed to be promoted during performance appraisals can encourage employee development of new skills. Assessment Centres, which is a collection of predictors, used to forecast