Dear all, Thank you for your kind contribution.
I would like professional assistance on what be the most suitable promotion rate.
Thinks to consider:
1: The System of promotions are by positions only, therefore, no employee shall be promoted at the same position, he or she must be qualified to be promoted to higher position/title with higher salary rate.
2- The system of promotions is by competition. Therefore, a position must be advertised.
3- turn-over rate & promotion rate
2019:
Turn-over rate: 5%
Promotion rate 3%
2020:
Turn-over rate: 6.5%
Promotion rate 3.5%
My questions are the following:
Based on the data and the system of promotion mentioned above, what is the most appropriate promotion rate in this case ?
If I would like to put a percentage cap for promotions to each department, do i take the percentage form the total of vaccines in each department or the number of employees in the department?
Thank you for your help and kind efforts.
From Saudi Arabia, Riyadh
1I would like professional assistance on what be the most suitable promotion rate.
Thinks to consider:
1: The System of promotions are by positions only, therefore, no employee shall be promoted at the same position, he or she must be qualified to be promoted to higher position/title with higher salary rate.
2- The system of promotions is by competition. Therefore, a position must be advertised.
3- turn-over rate & promotion rate
2019:
Turn-over rate: 5%
Promotion rate 3%
2020:
Turn-over rate: 6.5%
Promotion rate 3.5%
My questions are the following:
Based on the data and the system of promotion mentioned above, what is the most appropriate promotion rate in this case ?
If I would like to put a percentage cap for promotions to each department, do i take the percentage form the total of vaccines in each department or the number of employees in the department?
Thank you for your help and kind efforts.
From Saudi Arabia, Riyadh
Dear Mohammad-Haqbani,
The replies to the questions are given below. However, over and above replies to the questions, the comments on a few sentences of your post are also given.
+++++
1: The System of promotions are by positions only, therefore, no employee shall be promoted at the same position, he or she must be qualified to be promoted to higher position/title with higher salary rate.
Comments: - Well gentleman, there appears to be a fundamental misunderstanding on the concept of promotion. The definition of promotion is "an act of raising in rank or position". Now there is a possibility of the position remaining the same. Consider, for example, a person joined an organisation as a GM (HR). He was also a Head of HR. But over a period of time, the organisation grew and the strength of the subordinates of GM (HR) also increased. Against this backdrop, the management promoted him as VP (HR). In this case, the position of Head HR remained the same but promotion has taken place.
2- The system of promotions is by competition. Therefore, a position must be advertised.
Comments: - It depends on how big is your organisation. Your statement insinuates whether or not to follow "merit" or the "seniority". While the big organisations follow the former, the smaller ones follow the latter.
3- turn-over rate & promotion rate
Comments: - Why you are linking these two factors. Yes, people get promoted when their seniors leave. However, this need not be the only cause of employee promotion. Business growth, expansion, new product development, market penetration are also the causes. These cannot be ignored altogether.
My questions are the following:
Based on the data and the system of promotion mentioned above, what is the most appropriate promotion rate in this case?
Comments: - Why do you wish to link the promotion rate and attrition rate? Why do you wish to establish a correlation between the two forcibly? As stated earlier, the promotions depend on different factors. Therefore, the decision has to be taken on the market conditions of that year and one cannot have a thumb rule for the promotion rate.
If i would like to put a percentage cap for promotions to each department, do i take the percentage form the total of vaccines in each department or number of employees in the department.
Comments: - Let the organisation's need decide the number of promotions. It would be unfair to either bloat or suppress the need for promotion. People always aspire to grow in their careers. The higher designation elevates their self-esteem. Against this backdrop, if you put a cap on the number of promotions, it could foster bureaucracy or even sycophancy in the organisation. Why do you wish to take that risk?
+++++
Thanks,
Dinesh Divekar
From India, Bangalore
The replies to the questions are given below. However, over and above replies to the questions, the comments on a few sentences of your post are also given.
+++++
1: The System of promotions are by positions only, therefore, no employee shall be promoted at the same position, he or she must be qualified to be promoted to higher position/title with higher salary rate.
Comments: - Well gentleman, there appears to be a fundamental misunderstanding on the concept of promotion. The definition of promotion is "an act of raising in rank or position". Now there is a possibility of the position remaining the same. Consider, for example, a person joined an organisation as a GM (HR). He was also a Head of HR. But over a period of time, the organisation grew and the strength of the subordinates of GM (HR) also increased. Against this backdrop, the management promoted him as VP (HR). In this case, the position of Head HR remained the same but promotion has taken place.
2- The system of promotions is by competition. Therefore, a position must be advertised.
Comments: - It depends on how big is your organisation. Your statement insinuates whether or not to follow "merit" or the "seniority". While the big organisations follow the former, the smaller ones follow the latter.
3- turn-over rate & promotion rate
Comments: - Why you are linking these two factors. Yes, people get promoted when their seniors leave. However, this need not be the only cause of employee promotion. Business growth, expansion, new product development, market penetration are also the causes. These cannot be ignored altogether.
My questions are the following:
Based on the data and the system of promotion mentioned above, what is the most appropriate promotion rate in this case?
Comments: - Why do you wish to link the promotion rate and attrition rate? Why do you wish to establish a correlation between the two forcibly? As stated earlier, the promotions depend on different factors. Therefore, the decision has to be taken on the market conditions of that year and one cannot have a thumb rule for the promotion rate.
If i would like to put a percentage cap for promotions to each department, do i take the percentage form the total of vaccines in each department or number of employees in the department.
Comments: - Let the organisation's need decide the number of promotions. It would be unfair to either bloat or suppress the need for promotion. People always aspire to grow in their careers. The higher designation elevates their self-esteem. Against this backdrop, if you put a cap on the number of promotions, it could foster bureaucracy or even sycophancy in the organisation. Why do you wish to take that risk?
+++++
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Mr. Dinesh Divekar,
Thank you for your kind reply. However, I would like to poin-out that we have a yearly merit increase based on employee performance, but they are caped which means if an employee does not get a promotion within 5 years the merit increase will stop. Furthermore, a definition of promotion that is used in my organization is that any position movement for an employee that results in a higher salary or benefits is considered a promotion.
As the percentage cap for promotions to each department is the accordance with the organization's policy, but what I'm discussing is what a fair percentage would be appropriate, that's why I'm taking into consideration the turnover rate, because promotions are part of a rewards and if the turnover is high adn going up the best is to increase the percentage of promotion for each department.
From Saudi Arabia, Riyadh
Thank you for your kind reply. However, I would like to poin-out that we have a yearly merit increase based on employee performance, but they are caped which means if an employee does not get a promotion within 5 years the merit increase will stop. Furthermore, a definition of promotion that is used in my organization is that any position movement for an employee that results in a higher salary or benefits is considered a promotion.
As the percentage cap for promotions to each department is the accordance with the organization's policy, but what I'm discussing is what a fair percentage would be appropriate, that's why I'm taking into consideration the turnover rate, because promotions are part of a rewards and if the turnover is high adn going up the best is to increase the percentage of promotion for each department.
From Saudi Arabia, Riyadh
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HSE Mgt.System.pdf
PROMOTION LETTER.doc