Promotion Policy of Indian Oil Corporation Ltd

Performance appraisal is a method which is increasingly used to evaluate employees to determine the degree to which they are performing effectively and encourage them to direct their energies towards organizational performance. Although the appraisal is being practiced, there are criticisms made against the system which generally arise from within the Orthodox and radical management frame work.

Formal employee appraisals provide a strong reinforcement of the corporate aims and values. It gives managers an opportunity to show employees how their individual roles contribute to the company goals and give feedback to the impact that the employee has on those goals. It also provides management with a solid forum for

Companies promote their employees everyday, but when the department heads are considering which employees to promote, what should they take into consideration? Should seniority be considered or equal opportunity, or should a promotion be based solely on the worker who is dedicated to doing excellent work everyday? These questions and more come up in our group study project on Morality of Employees and Employers.

Administering test to promote internal employees is a change needed to the Tanglewood organizations promotion procedure. These measures would also need to be administered without regard to race, color, national origin, sex and disability (Heneman, Judge, & Kammeyer-Mueller, 2006, p. 356). Another measure on the test would be an evaluation of associates job performance and rating of their preferences for job rewards (Heneman, Judge, & Kammeyer-Mueller, 2006, p.

* Promote people are qualified. Employees are promoted because they are doing an excellent job in their current positions. And also when an employee has the ability to manage effectively. That means that all of your personal biases about employees must be put in another side when making promotional decisions.

Market rate and equity policy needs to be formulated on the extent to which rewards are market driven rather than equitable. Should obtain and keep high quality staff and response to market pressures. Market considerations will derive levels of pay in the organization. Attraction policies should have career prospects, training and development, intrinsic interest of the work, flexible working arrangements, and work life balance. Retention policies should consist of Talent management (attraction and retention of quality employees). Talent management policies are to attract employees, to develop employees, rretain employees, and mmotivate employees. Talent management process is wwork life balance, lleadership qualities of line managers, rrecognition, cconducting talent audits. Assimilation policies is how existing employees should be assimilated into revised pay structure such as red circling (identifying and dealing with overpaid people) and Green circling (identifying and dealing with underpaid people). The three performance measurement practices to be compared in this presentation are written, confidential evaluation non-confidential evaluation, and oral evaluation.

According to Scott and Clothier promotion is providing an employee with some preferred status and is paid more money.

Continuing with the theme pf department promotional processes, Michael High’s presentation, Promotional Process, provided a glimpse into the North Star Volunteer Fire Department (NSVFD). His evaluation of the promotional process showed that the overall process was the same for paid and volunteer members. Interestingly the fire department has used career positions to develop a core staffing consisting of some lower level position, but mostly staffing officer level positions. Their promotional process is largely based on time served in a current position and educational requirements for the promotional position. These requirements were described to be listed in the department’s Standard Operating Procedures. It was Michael’s presentation that

Promotions: means to give a greater position, standing, salary and responsibility to the employee and place in the job.

The company followed all employee performance review procedures correctly. It is standard practice for companies to place the best-suited candidate in vacant positions. The use of employment evaluations ensures that all candidates are given equal opportunity for job advancements. Should Mr. Green have given Tracy poor performance evaluations on a consistent basis, Tracy may have been able to prove a discrimination claim. It is important to have set policies in place to keep employees informed of what criteria must be met for company advancement or promotions. Employment manuals are a suitable method of ensuring that employees are notified of company policies.

The aim of this research is to understand the effect of promotion toward performance in a company in Indonesia. Many believes that promotion could and able to increase the performance of the employee as it helps to motivate the employee hence the hypothesis is created with respect of the previously discussed variables. Initial results shows that promotion could have a significant effect toward performance. The number of employee that will be used to conduct the research is around 50 employee from various department within the company as they are the one that will give the most precise answer

“Performance appraisals can enhance employee performance as well as advance the mission and goals of an organization. There are many advantages of performance appraisals if they are applied fairly, consistently and objectively. Performance appraisals not applied fairly can be counterproductive and even destructive to

Performance appraisal process if made clear and transparent can help a lot to avert low morale in employees. Fair, trustworthy, and transparent processes for performances management and resource allocation help to meet people’s drive to defend.

Preparing a project of this nature is an arduous task and we were fortunate enough to get support from large number of persons to whom we shall always remain grateful. With immense pleasure we would like to express our sincere thanks and gratitude to Prof. Bhavin Pandya, Project Guide & Faculty Member, S.V. Institute of Management, for having given us

I undersigned ………………………a student of T.Y.B.B.A., here by declare that the project work presented in this report is my own work and has been carried out under the supervision of prof. Kuldeep Jobanputra of R.P.Bhalodia College, Rajkot. This work has not been previously report submitted to any other university for any other examination.