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Size of the Organization and Nature of skill requirements at each level are a determining factor. In addition, the scope of giving promotion also. In big organizations it would be appropriate to have a clearly defined promotion policy agreeable to all which arrived after a consensus among the employees. For each cadre, vacancies are to be filled by promotions from the immediately lower cadre based on certain percentage already fixed other filling such vacancies by direct recruitment. At the entry level at each cadre, it would be preferable to adhere to strict norms of the required basic qualifications so that the conflicts are avoided to a greater extend. Scientific methods can be adopted for merit promotions e.g. based on entrusting external agencies to do the conduct of promotion tests under the prescribed format to make the selection unbiased. So far as possible the organization should not restrict the entry to senior levels as a matter of policy, so that employee morale are upheld and motivated. There should be a hope persisting always, there should be a chance promotion all the time, and the implementation should timely and periodical basis without much delay--the chance of being promoted should also in accordance with the industrial standards.
1. Leadership skills.
2. Length of experience.
3. Education.
4. Performance achievements.
Agree With Mr. Veckitarman
Agree with Mr. Saiful
Skills & experience
Leadership skills
Performance
I think the overall experience with the time you've spent with the company and your understanding of all the positions will lead you to a promotion. Being a valuable player and showing leadership skills as mentioned above.
