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<p style="text-align:justify;"><em><strong>In a large organization where more than50000 are employed and is having a policy of 'annual promotion' to fill up its higher cadre vacancies arising out of various reasons like senior promotions, retirement, resignations, death and disablement, due to punishment actions etc. Which is better option? </strong></em></p> <p style="text-align:justify;"><em><strong>"Merit basis selection" or "seniority basis selection" which is more good for the organization? or suggest a suitable procedure.</strong></em></p> <p style="text-align:justify;"><em><strong>(The policy of recruitment include external selection also which is only30% of the vacancies arising and balance70% internal recruitment) </strong></em></p>
Agree with Ashraf...
The true measure of an employee based on merit and not on seniority, because the employer is looking to get the job done without mistakes and that helps to reduce the profit and loss and an increase in productivity, which have a role to build the foundations of the organization in the future
Promotion should be based of performance of course; many methods can be used especially KPI measures (it includes errors rate also) but that doesn't means not to take seniority into account also. If I had a close-result employees I would go for the senior one, thus Promotion is based on performance, then seniority
Organizations don't pay people for hard work. They only reward results. When we understand this principle well - it does not matter if someone has clocked more years in a job - it is about what results he's produced.
Merit is the only consideration.
Promotion should be based on merit. When management adopts merit as a basis for promotion, it must evolve controls to recognize merit objectively which will refute the allegations of favouritism. Merit rating should be based on operating facts.
The promotion should be on the basis of performance, the seniority in terms of related experience is valuable for an organization to bring up their succession under a proper guidance. The Review systems should be personalize so that the performers can be judged by the best of their ability & merit. I think that will lead to systematic and proper balanced organization.
