Internal promotion, an operational necessity

Both internal promotion and Career Planning in an organization serve to consider the future needs that a company may have. level of loyalty, or attraction, talent. When talking about Identification and Assessment of Potential, we refer to the anticipation of the movements natural resources of an organization so that the company maintains its competitiveness and the people who make it up can develop within it. We focus on addressing the future, on what person can do or be within the business organization.

Corporate meritocracy

Career and/or Succession Plans provide answers to questions such as: What do we want the future to be like? directors of the organization?, What will have to be done, while they work in their jobs, so that they develop the skills that they will have to have in the future?, What can we do so that they do not leave the company and the efforts and resources invested are lost?,...

Motivation in times of crisis

A good internal promotion plan can "reconnect" the interests of the staff and those of the company beyond its simple survival. With this philosophy we achieve that the worker's first instinctive step of "looking outside" takes a backseat to the expectations of growing professionally within it.

Bases of internal promotion

In order to create a system alive movement within the company's human resources we must include a series of clear guidelines:

• System for measuring the results achieved by each member of the organization.
• Accurate analysis of jobs and the scope of the functions to be performed.
• New skills that a promotion or change of job would mean for anyone.
• Quantify seniority and merit list.
• Theoretical, practical, attitudinal, linguistic and technical knowledge.
• Salary scale proportional to the responsibilities of each position.
• Trusted and professional network generated by the person to be promoted during their career.