Moreover, meritocracy provides a fair and understandable system for making decisions when dealing with unproductive and ineffective people in an organization. It is proven in a statistical record that senior employees have a more stable track record than the newcomers who are highly motivated at the beginning but lose interest and perseverance sooner.
All these efforts are solely dedicated towards growing their career with a positive feeling that they could look forward towards promotion when they work harder. However, they do lack introspect into modern ways of the world which gives the upper hand to the newbies who are well aware of the technological advances that could help the company.
Employees are held responsible for their own career trajectory; they work hard to earn the desired advancement.
Performance as criteria for promotion: They have to move brilliant minds ahead to make sure not to lose their edge. And to do the right mix between the two promotion systems, depending on calibers at your company. Therefore, it's essential to have a well-rounded, robust promotion policy that incorporates seniority as a valid criterion when considering promotions.
Those that hold more merits are usually highly ambitious employees who are striving towards keeping their profile higher. However, they do lack introspect into modern ways of the world which gives the upper hand to the newbies who are well aware of the technological advances that could help the company.
Merit based promotion criterion makes it a possibility that everyone has a fair and equal chance at getting promoted. With experience comes knowledge and wisdom. All these efforts are solely dedicated towards growing their career with a positive feeling that they could look forward towards promotion when they work harder.
Senior employees with long years at their back tend to be less enthusiastic and sometimes work listlessly which may prove detrimental to reaching goals of the company.
They deserve to be rewarded for their dedication and hard work and what better way than a promotion could do that? This is unlike an unmotivated workforce, which can negatively disrupt an organization and distract from the work. Priority of Seniority and Merit in Promotion Policy!
It is important to determine the minimum criteria for advancement and make employees well aware of the standards they must meet to earn promotions. The most difficult part of the promotion policy is to lay down the criteria for promotion viz. For the growth and development of a company, it needs employees with more merits, those who are willing to work harder and perform at par with the seniors rather than those who have experience but not much of a willingness to learn and adapt to new technologies.
That comes along with its disadvantages. All they need is to work harder. An organization owes its employees for all the new heights that it escalated over the years. They are looking for fast success. Holding onto senior employees rewarding them with higher positions with enhanced pay may prove costlier as talented younger employees can be obtained by offering a lesser compensation package.
Rating employees based on experience would be unfair.
Updating knowledge according to improvised technology is beneficial. Such practice may promote a culture of mediocrity in the organisation. The matter must De negotiated with the union in case of unionised firms. The success of an organization relies on how dedicated and creditable their employees are.
Click To Tweet It leads to better results Companies care about results. Because their job role requires who have a deep understanding of their businesses. Performance-based promotions are also effective in creating a sense of accountability among employees.
The airline has a legal department that would also be opposed to such a thing. Some who do not hold years of experience could still be better at work than those who have been doing the same work for years.
It is mostly seen that the union of employees prefer seniority based promotion system. Through years of experience in leading teams to perform well, they have better leadership skills and are more deserving of being promoted so as to keep encouraging them.
Favoritism and nepotism is known to prevail in most companies where contacts with the right person get you anywhere you want. It also signifies loyalty to the company and is measured by the seniority clock that runs from the moment the employee reports to work until the employee quits or is fired.
On the other hand, meritocracy is a system in which talented and hardworking people are chosen for promotions based on achievements, not because of their seniority or because they fit a specific gender or ethnic background. Some of them prefer to follow the easy way of encouraging seniors just because they spent quite a lot of time in the company.
Following lines enumerate advantages and disadvantages of both the systems: If he is better at his work than the seniors who have experience but less merit, the newbie should get the promotion.Neither seniority nor merit can be accepted as a sole basis for promotion. Based only on seniority, a promotion system will offer less incentive to learn and improve.
The employees will only bide their time to wait for their turn to secure promotion. No Favoritism. A seniority-based promotion structure can eliminate the perception of favoritism. Employers typically won't have to worry about a newer worker coming in and quickly leapfrogging.
Priority of Seniority and Merit in Promotion Policy! The most difficult part of the promotion policy is to lay down the criteria for promotion viz., seniority or ability. (b) The measurement of seniority is simple as well as exact.
(c) It leads to increase in morale and productivity. (d) It is. Merit vs Seniority: The Eternal Debate experienced individual is better suited to lead a team. That being said, merit-based promotions have gained increasing popularity over the years, and.
They hopefully wait for years after years expecting a promotion and then suddenly comes a newbie with better degrees and credentials, shows his caliber for a couple of years and gets promoted.
This leads to the debate on whether the criterion for promotion should be merit or seniority. One of the most confounding decisions that organizations face is whether to promote employees on the basis of merit or seniority.Download