Assessment Of The Criteria For The Promotion Of Employes In Alo Aluminium Company
(Case Study Of Alo Aluminium Company)
Evaluating the criteria for promoting employees within a company requires a comprehensive analysis encompassing various dimensions such as performance, skills, experience, and potential for growth. It involves scrutinizing factors like job proficiency, leadership abilities, adaptability to changing roles, and contributions to team objectives. Additionally, considerations may extend to interpersonal skills, communication effectiveness, and alignment with organizational values and goals. Assessments often incorporate feedback from supervisors, peers, and subordinates, as well as performance metrics and objective measures of accomplishments. Moreover, the promotion criteria should be transparent, equitable, and consistently applied across the organization to foster a culture of fairness and meritocracy. Regular reviews and adjustments to the criteria ensure they remain relevant to evolving business needs and employee aspirations, facilitating a dynamic process that nurtures talent and fosters organizational development.
This research is focused on assessment of criteria for the promotion of employees in the Alo Aluminum Company and possibly finding or recommendation better promotion programmes for the company.
The research made use of both secondary and primary data for the development of the project.
The secondary data were collection by reaching through the journals magazines, textbook etc. all these helped to argument the one’s collected through interviews, personnel observation and questionnaire. The primary data were collected through personnel observation, interview and questionnaire were administered to the staff of Alo company the purpose of the study were as follows:
To ascertain to what extent Alo Company have installed promotion programme.
To verity who and who are to be promoted.
To ascertain the criteria for such promotion and if the Company complies with it
To determine the aim of the promotion programmes.
To make necessary recommendation.
In the analysis and presentation of data, I made use of chi-square from the data collected and analysis. The findings are summarized as follows. There is lack of understanding of the objectives of promotion and it’s benefit to both the employee’s and the organization. The promotion system of the organization was satisfactory but needed some adjustment for improvement.
Finally, the recommendation of this study is that the company should identify the promotion need of the staff and it could be done through performance appraisal.
Also the company should ensure proper administration of promotion programmes by removing all administration lapses and bottlenecks.
Title page
Approval
Dedication page
Acknowledgement
Abstract
Table of content
List of table
CHAPTER ONE:
INTRODUCTION
1.1 Background of the study
1.2 Statement of the problem
1.3 Purpose of the study
1.4 Scope of the study
1.5 Limitation of the study
1.6 Research question
1.7 Research hypothesis
1.8 Significance of the study
1.9 Definition of term
CHAPTER TWO:
REVIEW OF RELATED LITERTURE
2.0 Review of related literature
2.1 Basic for promotion
2.2 Characteristics of promotion ladders
2.3 Need for performance approval
2.4 Objective of approval
2.5 Training principles
2.6 Objective of training
2.7 Importance of supervisory training
2.8 Promotion in alo aluminum
References
CHAPTER THREE:
RESEARCH DESIGN AND METHODOLOGY
3.1 Research design
3.2 Area of the study
3.3 Population of the study
3.4 Samples and sampling procedure
3.5 Instrument of data collection
3.6 Validation of the instrument
3.7 Reliability of the instrument
3.8 Method of data collection
3.9 Method of data analysis
References
CHAPTER FOUR:
DATA PRESENTATION AND ANALYSIS
4.1 Presentation and analysis of data
4.2 Testing of hypothesis
4.3 Summary of results
CHAPTER FIVE:
DISCUSSION, RECOMMANDATION AND CONCLUSION.
5.1 Discussion of result/ finding
5.2 Conclusion
5.3 Implication on the research finding
5.4 Recommendation
5.5 Suggestion for further research
References
Bibliography
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
In today’s business world it has been proved that for any organization or firm exist or survive, it must be profit-oriented. A part from being profit oriented, organization also seek to satisfy customers want as far as possible for any organization to operate and succed it need, to work. The emphasis on employment cannot be overlooked. People work in organization for various reasons, to achieve different goals. Their motives could be primary, which is physical based, or secondary, which included the need for power achievement and affiliation, also security and status.
Generally people join organization to attain the basic needs in life
Normally in an organization individual are bound to advance from one level to another (higher level) this is normally called promotion.
According to Agbo (1999) Promotion normally occurs when one is advanced to a better job items of more authority responsibility, more privileges higher status, greater potentials and a higher pay.
Promotion in any organization or firm is a very sensitive aspect in the study of management. the word promotion in this contact can be inter-changeable used with the word “advancement”. The basis for promotion is strictly on ground of the employees overall performance. Through, there are many other factors that affect promotion in any organization such as education background, company policy, job requirement, and accomplishment of company objective and of course, there must be a vacancy before any promotion occurs.
Ibid (2001) quote without putting the right people in their right place, goal and objective cannot be adequately achieved by any organization.
In this case, it is very important to promote the right people to the right place where they are able to perform to the best of their ability for effective achievement.
Nowadays the types of work which people do may be changing as mechanization and the demands of the society dictate, but no business can exit entirely without people. Even company automated machine tool factors being planned by the Japanese will also have to employ a number of people. The objective and goal of the organization is to achieve the best or optimum result from the employee. This is imperative not only for the right but also for them to be duty integrated into the organisation. The employees in on doubt have great potentials it they are properly trained organized, motivated for their promotion.
This study is informed by the emphasis being place on promotion. The study will be carried out using the Alu-Aluminium Company as the case study. Alu –Aluminum MGG co was incorporated in 1990 by Ani.A (Mr.) it command operation at Bridgehead market Onitsha as a distributor of other companies, Aluminum 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 installing in all types of work..
Since the establishment of the company a lot of promotion have been existing in the company using criteria which make the employees to be satisfied about the job.
1.2 STATEMENT OF PROBLEM
Inmost organization or a firm employees want to attain the highest rank possible and they do their possible achieve such a position. No one with further prospects just enter an organisation of firm to continue being at a particular position throughout his/her years of employment. People tend to aim or the other have use different types of system in their promotional programme. In this sensitive area of promotion it is obvious to a member of observers why it is done.
Already there has been a lit of policy change and difference existing in organization. They do not come as a surprise due to different objectives and goals. Other, companies usually promoted. Their employees when they are found to be competent with the job in question follow:
1.Dose Alu Aluminium Company have a formalized promotion programme
2.What are the criteria for such promotions and dose the company comply with it?
3. Who and who are qualified ?
4.What is the aim of the promotion programme?
1.3 PURPOSE OF THE STUDY
1.The purposes of the present study are to ascertain to what the aluminum company installed protein programme.
2. To verity who and are qualified to be promoted
3. To ascertain the criteria for such promotion and if the company complies with it.
4. TO determine the aim of the promotion programme.
5. To make necessary recommendation.
1.3 SCOPE OF THE STUDY
This study concern the promoting of employees with particular reference to Alo company. Not many researchers have expended time and effort on studying or researching on this aspect of promotion in organization many have marked the important of promotion in management and regard it to a very minor and insignificant aspect and instead prefer studying the appraisal system in organization.
However, the appraisal and promotion are is no case the same nut can said to be related or go hand in hand, because without the appraisal, promotion cannot take place effectively.
In this study therefore the appraisal system will be looked at also the training system will also looked at.
1.4 LIMITATION OF THE STUDY
Researchers generally are not a naturally easy job, researchers also involve in problem at all sorts and at various stage of the research.
This becomes apparent when such is conducted in the kind of environment we are in, when everyone is not literacy and those who have different degrees of literacy. Also where there is conservation, fear and ignorance of different degrees. Degrees of unenlightened in objectives and benefits of the research to the correspondents and researchers.
This particular studies was constrained by the following factor:
Preliminary investigation that affected these studies. Due to the fact that thee company is Alo company, they are very sorting so many things out.
Initially, they are almost impossible to see in order to give me a go-ahead order. They are either not on seat or having a meeting or something.
Hours of waiting become the constant practice without seeing them.
RESPONDENT: questionnaires were distributed and upon the fact it was a bit difficult framing. The questions and distributing, it was worse with the attitudes of respondents
Most had a non-challant attitude-not encourage one bit.
SECRECY AND FEAR: most of the employees were afraid to answer some of the question. They were wondering given me some sheet away from receiving the questionnaires.
UNELIGHTMENT: some employees out of sheer ignorance refused the questionnaires. The degree of unlightment in the objective and benefits of research to the correspondents and researcher.
LECTURES AND EXAMS: in the initial state of this research, lecture were going on and attendance can noted a lot especially with the final years, and the exam shortly approaching made it quite a task and then it was rushing all the was.
COST: As a student, the coat of the research came into play, a proper, constructive research has to be money invested to achieve a good results and as student, this was a limiting factor.
TIME: somehow, time is an impediment in most if not all human endeavors. It is a basic constraining factor.
1.5 RESEARCH QUESTION
1. What are the criteria for the promotion in Alo company?
2. What is the aim of the promotion pragramme in the company?
3. Dose the company have a formalized promotion programme?
4. Who and who are qualified?
5. Dose promotions have any effect on worker’s attitude?
1.6 RESEARCH HYPOTHESIS
1.Ho: A lo company have not adequately provided systematic criteria on promotion.
HI: Alo Company has adequately provided systematic criteria on promotion.
2. Ho: Alo company dose not have a formalized promotion programme.
Hi : Alo company have a formalized promotion programme.
3. Ho the employees in Alo Company are not satisfied with their promotion.
Hi: the employees in Alo company are satisfied with their promotion.
1.8 SIGNIFICANCE OF THE STUDY
It is hoped that this project will be useful to the employees and employers. It will also go a long way to help manager’s employers and employees in the firm or organisation to know the extent to which the promotion has been taking place and the criteria that are involved in the promotion.
Also student of management science especially business Administration will equally benefit from the research as it will unfold the ideal behind this promotion.
1.9 DEFINITION OF TERMS
Some words used in this study are going to be defined for clear understanding. some are term commonly used while other are not the essence of this is to enable the reader not to get confused in reading especially in the latter part of the study.
APPRAISAL: the most formal way of evaluation an individual with regards to this contribution on a particular job.
ORGANISATION: A structural process in which person interact for object which made up of group of people bound together to provide unity of action for the achievement of a pre-determined objects.
POLICY: A directive issued from a higher-level authority and provide continuous framework for the behavior or a company official attitudes towards types of behavior with which of will allow employees to act.
PROMOTION: the advancement to a higher rank in an organization, which demands a lot of responsibility and may be tasking on the individual.
Criteria For The Promotion Of Employes In Company:
The criteria for promoting employees in a company can vary depending on the organization’s policies, industry, and specific needs. However, here are some common criteria that companies often consider when promoting employees:
- Performance: Employee performance is a primary criterion for promotion. This includes their job performance, achievements, contributions to the team and organization, and how effectively they meet or exceed their targets and goals.
- Skills and Competencies: Companies often look for employees who have developed additional skills and competencies relevant to the new role. These could be technical skills, leadership skills, problem-solving abilities, communication skills, and more.
- Experience: Relevant work experience is important, especially for promotions to higher-level positions. This could include both the number of years of experience in the current role and the overall work experience.
- Leadership Abilities: For positions with supervisory or managerial responsibilities, leadership qualities are crucial. This includes the ability to lead and inspire a team, make decisions, and handle conflicts.
- Initiative and Innovation: Employees who show initiative by taking on additional responsibilities, proposing innovative ideas, and contributing to process improvements are often considered for promotions.
- Adaptability and Learning: The ability to adapt to changing circumstances and to continuously learn and grow is valued by many companies. Employees who demonstrate a willingness to embrace new challenges and learn new skills can be strong candidates for promotion.
- Teamwork and Collaboration: Collaboration is essential in most work environments. Employees who work well with others, foster a positive team spirit, and contribute to a harmonious workplace are often favored for promotion.
- Communication Skills: Effective communication is crucial in all roles. Employees who can convey ideas clearly, listen actively, and communicate across different levels of the organization are highly regarded.
- Problem-Solving and Decision-Making: Employees who can identify and solve problems independently, make informed decisions, and demonstrate critical thinking are valuable assets for a company’s growth.
- Cultural Fit: Companies often consider how well an employee aligns with the company’s values, culture, and mission. This ensures that the promoted employee will continue to contribute positively to the company’s environment.
- Customer Focus: If the role involves interacting with customers or clients, employees who exhibit strong customer service skills and a commitment to meeting customer needs may be more likely to be promoted.
- Long-Term Potential: Some promotions are based on an employee’s potential to take on higher-level responsibilities in the future. This might involve investing in their development through training and mentoring.
It’s important for companies to have transparent and consistent promotion criteria to ensure fairness and avoid biases. Employees should also have a clear understanding of what is expected of them in terms of performance and development to be eligible for promotion. These criteria can be documented in an employee handbook or a formal company policy.