Promotion Policy

Promotion Policy

Introduction

All organizations have some sort of promotion policy that they follow in order to appraise or promote their employees. These policies are normally based on certain eligibility criteria and number of objectives achieved by an employee in a year. Vague promotion policies can make clashes and heightened turnover rates around workers who do not grasp why collaborators gained an announcement as a substitute for them. Issues may not close there if bewildering promotion strategies additionally show up oppressive. Executives can stay away from such challenges by making a transparent promotion policy and constantly applying that the principles of the policy to every representative looking for progression (smallbusiness.chron.com).

A set of standards and guidelines set onward by an association or conglomeration that framework how workers are to collaborate with potential clients in the promotion of a great or administration. The policy of promotion assists the association keep control of the memo it is sending about the great or benefit, and in addition to direct proper activities that workers can bring while managing outside staff. A promotion on worker announcement demonstrates how the conglomeration perspectives the profession development of its representatives. It holds guidelines on the most proficient method to operate the procedure of moving staff to higher positions. This approach is generally part of the manual of human resource.

Discussion

Maria or people like Maria who come in minorities and have a different accent, which is difficult to be understood by customers and vendors, think that company or directors have a biased opinion when it comes to promoting employees. However, I believe that companies should set certain criteria for promotion policy. Since the promotion, policy is mainly based on performance, goals, behavior, and punctuality of the employee. So the overall things should be judged and in this scenario since Maria has a different accent that is difficult to understand, while hiring the company should have kept this in mind and if it is only because of the accent than Maria should not be placed at the front end at least when it comes to dealing with clients (Nguyen, 2010).

As compared to other employees Maria's attendance and punctuality was also an issue and she had been given a notice and warnings for such issues. If Maria cannot work on such issues than the company is not biased or involved in discrimination while refusing to promote her. Apart from this, I believe that the company should also see her overall performance and if it is just about the accent than her, promotion should not be refused. Since she is considered as a good employee by the company but is seen, loud and aggressive while communicating with her colleagues and supervisors, this is not a good sign.

It is repeatedly seen that short listing and promotion criteria are not transparent, openings are not imparted adequately, and systems are not constant or unprejudiced. Time after time individuals are not getting an equivalent shot at open positions or chances for their advancement and growth ...