types of job promotion types of employee promotion

12 Types of Job Promotion – How Can You Comply?

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There are several types of a job promotion, with importance, criteria, and checklist. Promotion is a kind of vertical development of an employee within the organizational structure and policies.  Promotion means the upward jump of an employee from a particular job to a higher one of the same kind, with increased responsibilities, pay, and respect.

Depending on the employee status, as well as the organizational rules and requirements, a promotion may be on a temporary or permanent basis. When there is a void in an organization, it can be filled by internal or external candidates. Although the company likes to fill it When an employee is classified in a high pay grade, or in certain circumstances, a large number of significant responsibilities in the same grade continues to be a recognition.

There are several types of a job promotions, with importance, criteria, and checklist. Promoting a worker’s progress is a good job – responsible responsibilities, more fame or status, more efficiency, and especially in terms of salary or pay increase.

Types of a job promotion

Objectionable reconstruction of a person of organizational dominance, increased responsibilities, increased status, and generally with no income, but with increased income. The best way to deserve a promotion is to relate passion to a career.

Candidates can be posted by external candidates through the electoral system, and candidates for external candidates can also be tested and selected for the highest level of the organizational hierarchy.

Is an employee promoting such upward movement? Or is it purely election? It’s purely a selection If the institution only chooses to fill an empty space with internal candidates, it employs the selected staff internally by promoting high-end jobs through publicity testing. Such as can be said to promote upward movement.

Salary increments are generally suitable during the promotion of relevant experience, performance, new pay range, internal equity, and relative position in the external competition.

Conditions for Promotion

Promotional work is usually done with the responsibility of performing higher work and reconstruction of an internal employee’s high-level job with the representatives of the authorities. There are several types of a job promotions, with importance, criteria, and checklist. Therefore, the main conditions for promotion are: –

Recruitment of a higher level of jobs than an employee is currently being performed.

Promotion usually with high pay.

Promotions based on institutional requirements and employee performance may be temporary or permanent.

Employees will get delegation with greater responsibilities and authority than what they naturally did before for types of employee promotion.

Purposes of Promotion

Worker’s skill, the organizational dominance of organizational authority, the result of organizational effectiveness, and employee satisfaction result.

To develop the skilled spirit and to develop initiative among employees to achieve the skills, and knowledge required for high-level jobs.

To develop a suitable internal source for ready workers to take high-level jobs in the changing environment.

Waiting for the promotion of the employee’s self-promotion and promotion. It reduces labor turnover.

Promoting the feeling of a feeling with the company’s existing conditions and spontaneity.

Organizations encourage employees to achieve the following objectives: –

Training, development of programmers, and interest in the development of the party.

To build loyalty and increase morale.

Reward committed and loyal workers.

To get rid of problems created by the leader of the labor union, to upgrade to the level of officers where they are less effective to create problems.

Qualify on the basis of promotion

There are several types of a job promotions, with importance, criteria, and checklist. Intellectuals are taken to assess the skills, knowledge, skills, skills, and skills of a different employee, measured from beginner, training, and past employment records. Marketing merit system qualifications are:

Employees are encouraged to apply all their resources and contribute to organizational skills and functions.

It acts as a golden hand-cuff for employee turnover,

In addition to this, it encourages employees to acquire new skills, knowledge, etc everywhere.

The higher orders of an employee higher order can be used more efficiently. This resulted in the maximum use of an organization’s human resources.


Despite these advantages, the intellectual system enjoys some demerits :

The measurement or measure of merit is extremely difficult.

Most merit does not mean past achievement, or skill but success in the future. Therefore, the purpose of the campaign can not be served if it is considered eligible for promotion.

Senior on the basis of promotion

Many people, especially trade union leaders, disagree with the integrity of the management of the eligibility criteria for types of employee promotion.

Eligibility measurement strategies

Seniority refers to the relative length of the service in the same job and the same company. The logical reason behind considering seniority on the basis of progress is that there is a positive relationship between the length of the job and the amount of knowledge in the same job and the level of knowledge acquired by the employee of an organization.

As we said, there are several types of a job promotions, with importance, criteria, and checklist. This system is based on the tradition that the first should be given the first opportunity in all the benefits and privileges.

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Types of Promotion and how can you fit yourself

Vertical Movement of an Employee in Promotional Organization. In other words, the rise of movement, salary, status, and responsibilities, from one work to another, higher employee. Depending on the needs of the organization, the promotion can be temporary or permanent.

Many of the candidates coming to XYZ Company are looking for promotions. Most sent and talented individuals have not been able to achieve their goals with their current employer. They often feel frustrated that they have to be seen outside for their career progression.

It is my belief that many of us run misunderstood decisions. We assume that the efficiency and efficiency of the original factor are assessed, and consequently, another reason is not valid. Outdated criteria and processes often increase this problem.

The truth is, 99% of those people are gifted and are based on the first and second person of most publicity decisions campaign. Skills, important, are never decisive. It is a tipping point that can never take the role from role B. For the promotion, the first of five situations will be born:

As already mentioned, a promotion involves an increase in status, responsibility, and salary. However, in some cases, only wages increase and other components remain fixed. In other cases, the levels increase without paying a similar increase in pay or duties. Subject to the increase and stabilizing factors, the campaigns can be classified as follows:

1. Horizontal Promotion

This kind of promotion involves a change in responsibilities and salary increase and changes in terms. But the concerned employee does not violate the job classification. For example, a lower division clerk is promoted to a high-class clerk. This type of promotion is called an upgrade; ‘The status of an employee.

2. Vertical promotion

This kind of promotion works with greater responsibilities, prestige, and money, along with the change in the nature of the work. When a canteen employee is promoted to an illiterate job, a campaign vertical. The concerned employees naturally interfere with the job classification.

3. Dry promotion

Interest Promotions Sometimes the increase in fees is given instead. Various responsibilities but no change in responsibility. Promotion can be given in one or two annual increments.

In this way, the promotion is promoted rather than an increase in salary. For example, when a professor of a university is made head of the department, the salary does not increase.

Employees will get delegation with greater responsibilities and authority than they naturally did before.

4. Promotion usually with high pay.

Promotions based on institutional requirements and employee performance may be temporary or permanent.

5. Promote up or out

In this case, an employee is either seeking promotion or seeking employment elsewhere. Out Promotion Usually leads to employee closure and leads to a better position to join some other institutions.

6. Paper promotion

Paper on the seniority of employees in government departments is promoted in different departments. Paper Promotion is a marketing campaign to an Employee to the Employee’s Department, but in reality, due to the necessity of the employee or the requirement of work, the relocation works in another department.

The paper-propelled employee draws jobs related to other departments, but not according to the propaganda in the parent department.

The reason for the promotion of the paper, usually for the public sector, the progress of the workers will be given to the employee’s seniority in the vacant position. The highest senior employee in any of the cadres, among them, will be promoted to the top senior employee.

When there is a senior top job in any other department, in order to fill the vacancy, in this case, such a person will be given to the employee for the promotion, because he does not take the job in the parent department. Later, the next senior will be given priority in the parent department.

The paper-promoted employee-only got salaries with the employment of other departments, but not according to the job, which got published papers in the parent department.

7. Opportunity promotion

The first kind of promotion is promoting a chance. Because a professional left the business or made a new role. A candidate is required, and the best person for the job is selected. This is the “normal” promotion type, and which we are most familiar and comfortable with.

8. Prize and status promotion

The next type of promotion is a prize and status promotion. It provides a more senior title on a person or role in a business when it is. It can improve their stability as a reward for clients, customers, or businesses or for better work.

Examples include adding VPs, seniors, directors, etc to the title of work. Sometimes a whole new job title is created, so the role itself remains the same when the person is upward in the organization.

9. Fear-based promotion

The third kind of promotion is a fear of propaganda. This is a fear when a person is publicized that they can leave the business. They may have important information, a rare and unique skill, or only be difficult to fulfill the role.

According to the definition, the person may be good at their job or if they leave, the business will not remember. But it’s a terrific topping point.

10. Need-based promotion

There is no other option because a person is promoted when a need is promoted! This is rare, but it happens. For example, think of the 18-year-old Premier League footballer, which is suddenly called to the 1st team. They can be young and inexperienced, but the star striker is injured, so there is no other option.

11. Favoritism promotion

It should be noted that other types of promotion are positive. All skills and abilities are needed, and the best person for the job is always preferred. However, sometimes they are the only person for the job.

Favoritism, however, is not good, all costs should be avoided. It requires a little description, and it will result in poor culture and poor decision-making. Thankfully, this is rare in modern business, but it will sometimes happen for types of employee promotion.

12. Seniority-based promotion

It is relatively easy to measure the measurement of service and to judge seniority.

It guarantees every employee and the promotion of the campaign.

Older employees of senior employees are respected and there is a sense of satisfaction with this system, their ineffectiveness can not be mentioned.

It reduces the scope of publicity and the scope of conflict.

The system is stored in the sense that employees can learn more with the increase in services.
Trade Union will have full support in this system.

There is no scope for bias and discrimination and justice because every party believes in the operation.

Advantages of promotion

Keep the campaign workers in a position where the skills and knowledge of an employee are better used.

It creates interest in other employees of the company and increases because they believe that they will get their run.

It feels the contents of existing jobs in the employees and existing conditions of employment.

To meet the need for promotion, higher interest, training, and interest in self-development have increased

Promotional employees will improve morale and job satisfaction.

Finally, it improves organizational health.

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Problems with promotion

Although the campaign benefits the organization and the organization, it creates some problems. They disappoint the candidates, refuse publicity, etc.

Some employees of the promotion’s frustration

Some employees who are not promoted will be frustrated when their colleagues with similar qualifications and experience are disseminated due to bias or systemic publicity policy.

Employees can develop negative attitudes and reduce their contribution to the organization which can prevent organizational and personal progress.

Some employees refuse promotion

There is a general trend that employees take promotions. However, there are some cases where employees deny the promotion.

One of them includes promotion along with a moving transfer, the promotion of the level where the employee thinks that he represents the job, the unexpected responsibilities, and when the trade union leader thinks that the promotion of trade harmonizes their positions.

Other issues related to promotion are: Some high officials do not free their subordinates promoted due to their subordinates due to current jobs and discrimination in the promotion of different departments, regions, and departmental departments.

While applying professional counseling and a systematic promotion policy to seniors, promotion issues can be reduced.

Promotion Policy

The proper authority should be employed in making final decisions

Promotions should not be accepted on the basis of promotion

It should promote promotional opportunities, job requirements, and necessary skills, knowledge, etc. on promotional counseling, encouragement, guidance, and follow.

In this, the mind of the rejected candidates should be strengthened to future prospects and the decision and action to manage by the employee or union between the limitations of a resource management policy for challenging.

His policy on the promotion of each organization based on the corporate policy of organization should be clearly stated. The features of a balanced promotional policy are:

It should be considered that the principle should be applied in principle, except for all personal persons,

It should be fair and neutral. In other words, it should not be given a place for nepotism, bias, etc.

Promotional lines should include promotional lines

It provides equal opportunities for the promotion of jobs, divisions, and all sections of the organization

It should be an open policy that every qualified worker should be considered for promotion instead of a closed system that considers only one class of employee

It should be clear-cut rules and criteria for the trial of qualifications, length of service, probability, etc.

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Take away

As we said, there are several types of a job promotions, with importance, criteria, and checklist. If you aim to be promoted, it is appropriate to think more about your own skills as well as your own skills.

Understanding the driving force behind promotion can help you achieve your goals. Try to promote your boss in their role and it is interesting to guess! Does any of the above ring true for you?

The main objective of the promotion is to preserve its publicity status in the parental section in order to protect the right of an employee, to retain seniority, and to return his employee to his parent’s department.

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