Factors that go into promotions

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					Factors that go into promotions

Promotions are very important, no matter what the position is and what the
organization does. Like termination at the other end; promotions are yet another
delicate area for HR. This is another of the organization’s tasks for which HR, completely
unfairly, ends up getting muck in the face for very little fault of its.

Limited role; unlimited blame

Why are promotions such a pain for HR? Mainly because most employees perceive HR
to be behind them, which almost every other employee invariably thinks are unfair. This
is the usual tale of virtually any organization, despite the fact that HR only does the
paperwork and has only a limited role in deciding on a promotion. Most employees that
don’t get promoted fail to see that a lot of factors go into promotions. They tend to see
promotions as nepotism, favoritism, appeasement and politics.

Good promotions, bad promotions

They are wrong partly and fully on both counts –partly, in their belief about what goes
into promotions, and fully, about poor HR’s role in it! The one major reason for the
grouse against promotions is that it involves competition from peers. Obviously, when
many people are working on a project together, it is natural that there are good
performers and bad performers. When team members who are performing way above
the rest get promoted, there could be nothing more than jealousy. At the other extreme,
when a good-for-nothing doesn’t get it, there is a sense of vindication.

The problem arises when team members are almost identical in their performance, and
one of them gets promoted and the others don’t. It is natural that this generates a lot of
passion and heat. This is something that needs to be put in perspective, because it is a
fact that for every fair promotion; there is a bad one as well.

Organization has to decide

Often, it is not possible for organizations to always be perfect in awarding a promotion,
even if the assessment of the employees is. Many factors, most of them unknown to or
unseen by the employees, go into promotions. For instance, it may be facing a financial
crunch because of which it will be appropriate to promote only one of the employees,
although others may have been nearly as good. When an organization decides to limit
the number of promotions, it is certain to give rise to bad blood. The organization that
does this is obliged to take the others into confidence and explain the matter. This is
good for its own reputation, as much as it is for retaining employees who may otherwise
quit in disappointment.

Now, HR comes in!

Of course, there is always the existence of a wrong promotion. The organization could
be promoting an average employee for its own ulterior reasons, such as the ones we
saw in the beginning. Whatever may go into promotions, it is important to strike a
balance, so that the organization doesn’t end up losing either its name or its employees.
Now, that is left to HR to take care of!