SUCCESSFUL SELECTION OF EMPLOYEES FOR JOB PROMOTIONS
View(s):- Factors that Employers, Employees and Students(future employees) should know
- EXPERT OPINION
We are in turbulent times due to the recent economic crisis, which has affected organisations operationally and financially. But those who are optimistic about mobilising, stabilising, and getting back to normalcy in their businesses soon may be planning for expansion and intending to promote their employees to managerial or higher positions in their organisations or hire from outside the company.
UPHILL TASK FOR THE EMPLOYERS TO SELECT THE IDEAL CANDIDATES
As the head of the company or HR department, it may be an arduous task when it comes to nominate a suitable person for the managerial position or other job promotions in your organisation. In striving to nominate the perfect candidate, it may be an “uphill battle”for you and the management to make a good decision. You may have two or more potential candidates lined up for the new position. Among many other possible consequences of appointing the candidate of your choice, one definite outcome may be the candidates who are not selected, decide to leave your organisation.Hence, you have to focus on retaining all the candidates as well as move forward to meet your current and future goals and objectives of your organisation with your decision to appoint a suitable candidate.
You may wonder how to handle the job promotion aspect in your organisation in a “felicitous manner”, hence, I am penning down my words to benefit the employers, employees and students, to prosper in the corporate world.
When promoting your employee, do not look into the criteria of a “Perfect Candidate” for promotion. Instead, consider focusing on the “Ideal Candidate” as perfectionism does not exist in this business world.
FACTORS TO CONSIDER WHEN PROMOTING YOUR EMPLOYEES
When promoting an employee, you should think and act “rationally” and avoid being emotional.
As a pre-requisite, you should do the “performance appraisal” for each employee whom you consider to promote in your organisation. The documentation associated with performance appraisals can demonstrate that decisions on such matters as work assignments, transfers, job enlargements, job rotations, job enrichments and promotions, and raises can be made based on “Performance and merit”
When making appraisals consider incorporating the following that are essential for the successful selection of the employee for job promotion ;
First and foremost he or she should have a good work ethic.In other words,he or she should be dedicated, determined, disciplined, punctual, obedient, loyal and follow the directions given by you and the management. He or she should have a dynamic, vibrant and pleasing personality.
In this difficulttime, the ideal candidate should have the ability to foresee change or change with change and manage changes effectively and efficiently to the benefit of his or her organisation. Secondly, he or she should be able to manage crises as well as nullify their effectsto protect oneself, the team and the organisation. Thirdly he or she should be able to resolve conflicts that may arise when managing the team and business.
Hence, the ideal candidate has to be proficient in change, crisis and conflict management.
Among the other requirements for the promotion the potential candidate should be a visionary person, able to effectively communicate upwards, downwards, laterally and externally, able toconsistently prioritise work and meet deadlines,manage time well and wisely ability, ability to motivate,inspire and persuade others, have positive thinking and positive attitude, work well with the team and consistently putting the team’s best interest ahead of their own and ability to understand, tolerate and help the team members and should have patience, and teach the teammates. He or she should work harder as well as smarter to get the desired results for the company.Most importantly he or she has to contribute to the “growing growth of the Company” and thereby be a productive employee of the organisation.He or she should manage successes, handle failures and learn from mistakes and focus on his or her “Continuous Professional Education”. He should also continuously develop him or herself and possess a “growth mindset” and prove his or her worthiness for future work and promotions. He or she should be “solution-oriented” and not part of the problem, but rather a “partner in progress and prosperity”and should help to meet the goals and objectives to fulfilor realise the vision of the company.
EMERGING TRENDS IN PERFORMANCE MANAGEMENT
CONTINUOUS FEEDBACK
Global companies are moving away from annual reviews and instead providing ongoing feedback to help employees learn, improve and grow.
Also, employee happiness and satisfaction, digitalising performance management, Prioritising employee well-being, Data-driven decision-making, regular coaching and guidance , outcome-oriented appraisals, recognising employees’ achievements and milestones, rewarding the employees for their laborious and successful work, helping and supporting employees in practical ways, spending quality time with employees and focus on holistic development of employees are some of the recent trends in Performance Management.
CONCLUSION
The entire activity has to be cost-efficient and you should be able to provide a successful career pathway to the successful employees in your organisation.
The promotion given to your employee should reflect in the “bottom line”of your business in the Medium and, or long term.The bottom line refers to your business’s net income, net earnings, or net profit.
Do not wait for opportunities to recommence or develop your businesses. It is something like waiting for the waves to cease to swim or catch fish. Should there be no opportunities, create one. When there are opportunities there will be always challenges.
Hence, equip yourself to meet the “challenges and opportunities” to navigate your business to realise your vision in 2025 and beyond.
Maruthai Ravindhiran is a Language Specialist and Career Guidance Coach. Ravindhiran is a former Visiting Marketing and Training Consultant and a Member of an Interview Panel of a 125-year-old, Hall of Fame, Swiss-based Company in Sri Lanka and a former Business Head of the subsidiary of a USA based former Fortune 500 Pharma Company and has Professionally assisted employees to realise their true potential and guided and inspired them to reach the pinnacle of success in the Pharma Industry locally and internationally.
- Maruthai Ravindhiran
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