1.Potential for progression: Many organisations will have an informal filter for that, based on the manager’s and his peers assessment of capacity. Other companies have formal processes to rate the potential of employees and use a 9-box grid to position them in a matrix of performance and potential.//
2. Fit for the new role. Of course, all companies will consider if the employee is a good fit at the time of deciding the promotion. This requires the company to have a strongly developed competency framework to compare the employee’s current abilities to those required to perform the proposed job. //
3.Manpower plan: If we promote the employee without needing an open position, it means that the promotion reflects recognition for the increased competencies and the achievements of the employee, and maybe also a few additional responsibilities.
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