The head of the organization can withhold the increment if he is not satisfied regarding the quality of work and conduct of the employee. Under it, an employee gets his regular increment on the completion of a year’s service provided he has worked conscientiously to the entire satisfaction of the head of the organization. The system steers a middle-course against the first two systems. This system is very popular in small private organizations but practically finds no place in large-scale private and public administration.ģ. Besides it is feared that howsoever impartial the boss may be, he is likely to err as he does not cease to be a human being. No doubt, this system serves the purpose of pulling up bad employees and is an incentive to more conscientious workers it is open to suspicion of corruption and nepotism. Increments are advanced if the head of the organization certifies that the employee has been doing his work efficiently and there is definite improvement in his quality of work and conduct. Under this system, efficiency of the employee is made the sole criterion for advancement. This system results in the discouragement of the more industrious and conscientious employees. It also makes the employee lethargic and sluggish for it is not the quality of his work but the length of service which is counted towards his advancement. Whereas this system of automatic advancement reduces the chances of personal jealousies because the employee is ensured of his regular increment, it turns his officer helpless and ineffective to control and supervise him. Immediately on the completion of a year’s service, he is given his annual increment prescribed in the scale of his pay. Under this system, an employee earns increment of advancement on the basis of length of service. The three types of advancements are as under: ![]() ![]() A good personnel system, however, is the one which gives weight to both length of service and demonstrated efficiency of the employees, for purposes of advancement. Sometimes, length of service and sometimes, efficiency of the employee is counted for advancement. Promotion can be of three types depending on – (i) length of service in the position and (ii) efficiency of the employee. When he completed a year, he earned an increment which meant his compensation had been increased or he had received an advancement of pay or administrative promotion.īut since it did not involve charge in his duties, designation and responsibilities, it did not mean called promotion proper. For example, a lecturer in the past had a prescribed scale of pay which started from Rs. It is merely an increase of emoluments which is usually automatic. It differs from promotion proper inasmuch as it does not entail any change in status, duties or responsibilities. This increment, which is annual, is called technically ‘advancement’ or ‘administrative promotion’. The employee enters the service in a fixed grade and as he progresses in his service and gains more experience, he is given higher pay scale. Real promotion means rising to a higher post carrying a higher grade. White, “means an appointment from a given position to a more difficult type of work and greater responsibility, accompanied by change of title and usually an increase in pay.” It is to be noted that mere increase of pay is not promotion.Īlthough in most cases promotion implies larger salary too, its essence is getting into a post of higher duties and responsibilities. In the words of Scott and Clothier, “A promotion is the transfer of an employee to a job which pays more money or one that carries some preferred status.” Really speaking, promotion refers to advancement in rank and status leading to enhancement of emoluments. to elevate, to advance, to contribute the growth or prosperity of etc. ![]() Its dictionary meaning also is almost the same e.g. Promotion has its roots in Latin word ‘Promovere’ which means ‘to move forward’.
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