ASSESSMENT OF THE CRITERIA FOR THE PROMOTION OF EMPLOYEES
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ASSESSMENT OF THE CRITERIA FOR THE PROMOTION OF EMPLOYEES
CHAPITRE ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
In today’s business world, it has been demonstrated that every organisation or enterprise must be profit-oriented in order to remain or survive. Aside from earnings, organisations attempt to meet consumers’ wants as much as possible in order for any organisation to operate and succeed.
The importance of employment cannot be overstated. People work in organisations for a variety of reasons and to attain a variety of objectives. Their motivations could be primary, which is physical, or secondary, which includes the desire for power, affiliation, security, and status.
Generally, people join organisations to meet their basic requirements.
Individuals are bound to rise from one level to another (higher level) in an organisation; this is commonly referred to as promotion.
According to Agbo (1999), promotion occurs when a person is advanced to a better position with more authority, responsibility, higher prestige, bigger potentials, and a higher income.
Promotion in any organisation or corporation is a very delicate topic of management studies. In this contact, the words “promotion” and “advancement” can be interchanged. The reason for promotion is solely based on an employee’s overall performance.
However, there are numerous additional criteria that influence promotion in any organisation, including education background, business policy, job requirements, and achievement of company objectives, and, of course, there must be a vacancy before any promotion occurs.
According to Ibid (2001), no organisation can fulfil its goals and objectives without putting the appropriate people in the right places.
In this instance, it is critical to promote the right people to the proper places where they can perform to the best of their abilities in order to generate effective results.
Nowadays, the types of job that individuals undertake are changing due to mechanisation and societal expectations, but no firm can exist without people. Even the Japanese-planned corporation automated machine tool factors will require a number of employees.
The organization’s mission and goal is to acquire the best or optimum result from the employee. This is necessary not only for their rights, but also for their duty integration into the organisation. Employees have immense potential if they are properly trained, organised, and motivated for advancement.
The emphasis on promotion has influenced this study. The Alu-Aluminium Company will be used as the case study for the research. Alu -Aluminium MGG co was incorporated in 1990 by Ani.A (Mr.) it command operation at Bridgehead market Onitsha as a distributor of other companies’ Aluminium product, later in 1993,
the company acquired industrial kind at Nkpor Umuoji Road where it has the branch office, later in 1995, their company was at Enugu Abakaliki express way where the company is well equipped for the production of high quality roofing sheets and accessories with facilities for installation in all
Since the organisation’s inception, there has been a lot of promotion in the company employing factors that make the employees happy with their jobs.
1.2 STATEMENT OF THE PROBLEM
Employees in almost every organisation or corporation aspire to earn the best rank possible and will go to any length to do so. No one enters a company or organisation with the intention of staying in the same position for the rest of his or her career.
People have a tendency to use various types of systems in their advertising programmes. A member of the public can see why this is done in this sensitive area of promotion.
There has already been a slew of policy changes and differences in the organisation. They are not surprising given the differences in objectives and ambitions. Other firms are typically promoted. When their staff are judged to be competent for the job at hand, they are as follows:
1.Is there a formalised promotion programme at Alu Aluminium Company?
2.What are the criteria for such promotions, and how does the organisation adhere to them?
3. Who and what are the competent individuals?
4.What is the promotion program’s goal?
1.3 OBJECTIVE OF THE STUDY
1.The current study’s goals are to determine what protein plan the aluminium company installed.
2. To determine who is and is not qualified to be promoted.
3. Determine the conditions for such advancement and whether the organisation meets them.
4. DETERMINE THE PURPOSE OF THE PROMOTION PROGRAMME.
5. Make any necessary recommendations.
1.3 OBJECTIVE OF THE STUDY
This study is on employee promotion with a focus on the Alo company. Few academics have spent time and effort studying or researching this component of promotion in organisations.
Many have marked the importance of promotion in management and see it as a very little and insignificant aspect, preferring to investigate the appraisal system in organisations.
However, appraisal and promotion are not in any way associated or go hand in hand, because promotion cannot take place properly without the appraisal.
As a result, the appraisal system, as well as the training system, will be examined in this study.
1.4 LIMITATIONS OF THE STUDY
Researchers are not a naturally easy profession; they are also involved with problems of various types and stages of study.
This is evident when such activities are carried out in the type of environment we are in, when everyone is illiterate or has varying degrees of literacy. Where there is conservation, there is also fear and ignorance to varying degrees. Unawareness of the objectives and rewards of research to correspondents and researchers.
The following factor limited the scope of this study:
These research were influenced by preliminary investigation. Because this is an Alo company, they are really busy resolving out a lot of stuff.
They are practically impossible to observe at first in order to give me a go-ahead order. They are either not seated or are attending a conference.
Without seeing them, hours of waiting become a habit.
RESPONDENT: Questionnaires were delivered, and framing was a bit tough. It was worse with the attitudes of respondents when it came to the questions and distribution.
Most had a nonchalant attitude, not encouraging in the least.
SECRECY AND FEAR: The majority of the employees were hesitant to answer some of the questions. They were curious and gave me a sheet away from receiving the questionnaires.
DISAPPOINTMENT: Some staff denied the questionnaires out of sheer ignorance. The level of illumination in the purpose and rewards of research to correspondents and researchers.
LECTURES AND EXAMS: During the early stages of this research, lectures were taking place and attendance was high, particularly among the final years, and the impending exam made it difficult to focus on anything else.
COST: As a student, the cost of the research came into play; a decent, constructive research requires money to be committed in order to produce good findings, and this was a restricting factor.
TIME: Time is a barrier in almost all, if not all, human endeavours. It is a fundamental restricting factor.
1.5 RESEARCH QUESTIONS
What are the qualifications for advancement at Alo?
What is the goal of the company’s promotion programme?
Is there a formalised promotion programme at the company?
Who are the competent individuals?
Do promotions have an impact on employee attitudes?
1.6 RESEARCH HYPOTHESIS
1.Ho: A lo company has not established suitable systematic promotion criteria.
Hello: Alo Company has appropriately supplied systematic promotion requirements.
2. Ho: The Alo company lacks a systematic promotion campaign.
Hi: Alo has a defined promotional programme.
3. Alo Company employees are dissatisfied with their advancement.
Hello, the staff at Alo Company are pleased with their advancement.
1.8 SIGNIFICANCE OF THE STUDY
This project is intended to benefit both employees and employers. It will also enable managers’ employers and employees in the firm or organisation understand the extent to which the promotion has occurred and the criteria that are involved in the promotion.
Students of management science, particularly business administration, will benefit from the research as well, as it will reveal the ideal behind this promotion.
1.9 DEFINITION OF TERMS
Some of the terms used in this study will be defined for clarity. Some terms are widely used, while others are not. The purpose of this is to keep the reader from becoming confused while reading, especially in the latter portion of the study.
APPRAISAL: the most formal method of evaluating an individual’s contribution to a certain job.
ORGANISATION: A structural process in which individuals interact for the purpose of achieving a pre-determined goal. It is made up of a group of people who are joined together to offer unity of action for the achievement of a pre-determined goal.
POLICY: A directive issued by a higher-level authority that provides a consistent framework for behaviour or a company official attitude towards forms of behaviour with which personnel are permitted to act.
PROMOTION: the progression to a higher rank in an organisation that requires a great deal of responsibility and may be taxing on the individual.
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