HR Promotion

Prepare a 12 slide PowerPoint presentation that states your recommended course of action and analysis for addressing promotions in the provided scenario.

Introduction

Promotions are a critical aspect of Human Resources Management and for those of you who are preparing to take on leadership roles within organizations. Understanding the dynamics of promotions involves exploring the criteria for advancement, the impact on employee motivation and retention, and the strategic alignment with organizational goals. This topic delves into the various promotion strategies, the role of performance appraisals, and the importance of equitable and transparent processes to ensure that promotions are not only fair but also contribute to the overall success and growth of the organization.

Scenario

The promotion dynamics within a newly established division of a large organization, comprising over 250 employees, need addressing. Most of these employees share specific skills and roles that cater to a diverse range of customer needs. The department includes a mix of entry-level to senior-level positions, with team members ranging from those with just a couple of years of experience to veterans with over 30 years in the organization.

The division incorporates elements from technology, human resources, and quantitative methods, making it vital for employees to have a robust understanding of various interconnected processes. Given the knowledge-intensive and process-driven nature of the roles, it typically requires a minimum of five years of experience to even begin grasping the complexities involved. However, a concerning trend has emerged regarding promotions within this division.

The organizations HR policies allow for promotions to be communicated in several ways: internally advertised, a combination of internal and external advertisements, or through directed promotions with no opportunity for competition. Alarmingly, since the divisions inception, there have been no promotions advertised for mid- to senior-level positions. This lack of upward mobility has prompted a wave of junior-level employees to depart, as they perceive a scarcity of short-term opportunities for advancement. Recently, a new director has taken over the division, but the director has shown little initiative or influence regarding the promotion process. This leadership gap has left employees feeling uncertain about their career trajectories.

Your Challenge

As an HR professional working as an HR business partner for this division, you’re concerned that the majority of those leaving are in critical program management roles, and their departures have significant operational implications. Each exit exacerbates existing workloads and disrupts team dynamics, leaving the remaining employees to manage increased responsibilities without adequate support. While no formal complaints have been registered, exit interviews indicate that the lack of promotion opportunities is a crucial factor in employees’ decisions to leave. Your options are to follow the guidance of the division director or to take a position that promotes aspiring internal employees.

Instructions

Prepare a 12-slide PowerPoint presentation that states your recommended course of action. Along with your recommendation, include the following:

• Analyze how your proposed HR solution to an HR challenge contributes to organizational goals and strategies.
• Should you just follow the guidance of the division director, or discuss the consequences of using the directed placement process without having opportunities for internal employee competition?
• If you remain silent without any further discussion, what might the implications be to you and the organization?
• What is the potential opportunity cost of ignoring aspiring internal candidates?
• Describe key legal factors to consider in the formulation of a proposed HR solution.
• Explain the role of the HR practitioner in advancing a proposed HR solution.
• Briefly explain the role you will take in influencing the eventual outcome. Consider aspects of leadership, negotiation, and consultation.
• What pros and cons are there for promoting internally versus externally? Consider the implications to the organization and its operations when selecting from both populations.
• Discuss the application of any SHRM behavioral competency(ies) to the process of solving an HR challenge.
• Which SHRM behavioral competency(ies) do you think are most directly applicable to a successful resolution of this challenge, and why?
• Resources: Use 4 references from peer-reviewed articles.Use the speaker’s notes section within the PowerPoint slides to provide all the information relevant to each slide.
• Organize content for ideas to flow logically with smooth transitions.Each slide must have no more than 45 bullets and each bullet should summarize your point in approximately 46 words.