Basis of Promotion

There is a controversy over what should be the criterion for promotion — seniority or ability?

Seniority refers to the relative length of service of employees.

The seniority method of promotion has been in vogue since ancient times. Historically this method should be regarded as a success.

However, in modern business, it is not always as reliable and effective as a promotional policy.

One important drawback of the seniority principle is that capable young people are likely to become impatient and demoralized “waiting for dead men’s shoes” and may quit looking for better opportunities elsewhere.

Consequently, the organization is most likely to be managed by second-grade people.

In principle, it is agreed by all that promotion should be based on merit. The use of merit as a basis for promotion causes difficulties because employees may not have full faith in what management regards as merit, or they might consider such a criterion as a pretext for favoritism.

Therefore, as far as possible merit rating should be fair, objective and transparent.

Seniority-merit should be the basis of promotions where merit can be objectively tested. The term merit generally means efficiency, skill, aptitude etc.

When a combination of merit and seniority is desirable, the play of discretion in the matter of selection cannot be overlooked.

A sound management will also pursue a policy of properly balancing these factors.