Can anyone please help me by sharing Fast track policy & procedures in your organization?
From Nepal, Kathmandu
From Nepal, Kathmandu
Hi Sebika,
do keep the following "general" but major points in mind:
- an organizational structure with numerous levels of employment affects fast track promotion since every employee identified for promotion will be treading on the same path of employment levels above him / her
- similarly, if your company follows employment scaling system within each levels of employment, the presence of number of scales will also hamper fast track ee promotion
- also, important is to decide what is your company's definition of promotion i.e. does it mean a change in an ee's employment level OR a change in an ee's employment scale but within the same level of employment!!! yes, this is also a general promotion practice in many cos.
- timeline i.e. when does management decide on promotions is another prime factor i.e. a practice of determining ees for promotions every two / three years over an annual review, will affect fast track promotion
- similarly, who recommends such fast track promotions i.e. you call it a fast track promotion but subject it to approval of the Board instead of recommendations of immediate supervisor for CEO's approval, will hamper timely procedures
- finally, being HR, you cannot help but accept the fact that promotions in asian culture (APAC region) is more of a social celebration than anything. If you are identifying someone for a fast track promotion, means, you are making him answerable to his society on the consequences (mostly monetary), hence, no fast track promotion is worthy if there is no "substantial" % increase in ee's salary
Rgds...
From Nepal, Kathmandu
1do keep the following "general" but major points in mind:
- an organizational structure with numerous levels of employment affects fast track promotion since every employee identified for promotion will be treading on the same path of employment levels above him / her
- similarly, if your company follows employment scaling system within each levels of employment, the presence of number of scales will also hamper fast track ee promotion
- also, important is to decide what is your company's definition of promotion i.e. does it mean a change in an ee's employment level OR a change in an ee's employment scale but within the same level of employment!!! yes, this is also a general promotion practice in many cos.
- timeline i.e. when does management decide on promotions is another prime factor i.e. a practice of determining ees for promotions every two / three years over an annual review, will affect fast track promotion
- similarly, who recommends such fast track promotions i.e. you call it a fast track promotion but subject it to approval of the Board instead of recommendations of immediate supervisor for CEO's approval, will hamper timely procedures
- finally, being HR, you cannot help but accept the fact that promotions in asian culture (APAC region) is more of a social celebration than anything. If you are identifying someone for a fast track promotion, means, you are making him answerable to his society on the consequences (mostly monetary), hence, no fast track promotion is worthy if there is no "substantial" % increase in ee's salary
Rgds...
From Nepal, Kathmandu
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