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مدیریت پیشرفت کارکنان | ||
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| مقاله 2، 29 و 30، شماره 0 - شماره پیاپی 1000121، تیر 1374 اصل مقاله (1.17 M) | ||
| نویسنده | ||
| دکتر اسفندیار سعادت* | ||
| عنوان مقاله [English] | ||
| Management of Staff Promotion Scheme | ||
| چکیده [English] | ||
| In today's complex, tension - striken and tumultuous world, the profession and private life of individuals are so comingled to each other, - and even the profession life often have dominated their private life - that made the organizations to pay more attention to the quality of their employees' profession life. So one of the most important objectives of individuals is to find a reputable organization to work in, and to get a good job with a satisfactory income and prospective as well as promoting to higher positions with more advantages and rewards. However, people do not even contented with merely climbing up the promotion ladder, but they wish to feel their progress along with their flourishing of abilities and potentials. Because this is the only way to maintain one's eligibility to be employed and to get promoted to higher positions. Taking the above issues into consideration, during the past few years, the authorities of organizations have paid more attention to the quality of staff development process in their organizations and by implementing sound managerial policies and plannings, They planned their strategies in such a way that they would be of great help for both sides, - The employee and the organization - to achieve their objectives and goals. So, it becomes clear - cut that not only there are special methods to be followed for searching, selecting and appointing individuals, but also the employee's progress after entering an organisation, should not be randomly and by chance. In order to create more motives in staff, during their working life - the period during which they take the responsibility of carrying out different types of jobs - one after the other, the selection of jobs and granting the responsibility to the employees should be based on particular regulations and criteria and also be in accordance with the employees' abilities and interests. Promotion planning refers to the process through which, individuals become enable to get those kinds of jobs that are entirely consistant with their abilities and potentials, tastes, moral values, interests and their personality. Management of promotion also is a trend which can be used by the authorities of organizations as a means of delegation by appointing the individuals to the positions that are consistant with their abilities, interests, needs and objectives of the both parties as well. The different issues such as duration of success, employee's classifications, feasiblity study, general condition and situation of jobs in organizations, service life, different processes of professional life, individual planning for promotion, planning for change of job, organizations' role in the promotion of staff, the features of working path and etc, are of the main issues that have been covered in this paper. | ||
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