Beat ‘The Peter Principle’ & Pick The Best!

How do people get selected for promotion in your organization?

Are they judged according to the new position’s requirement or do their past performances in previous roles play the major role?

If you agree to the latter, then your organization might be a victim of ‘The Peter’s Principle’

The Peter Principle, formulated by Dr. Laurence J. Peter and Raymond Hull in their book The Peter Principle, conveys that employees, in a hierarchy, sooner or later gets promoted to higher positions which they are probably not capable to handle.

This simply means people keep on getting promoted until they reach a certain level of incompetence. However, people do need some hierarchical uplift to stay motivated, yet this promotion cannot always be vertical and what today’s workforce looks for is a more expanded and wider self-development along with career growth.

Then how companies can put the principle aside? Have a look at some tips:

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1) Give Promotion Accompanied with Proper Training Session:

A person who is being promoted to a senior position is almost entirely new to that position and will take time in understanding new roles and responsibilities. Best way is to have the person shadow the current position holder for few days, say a month before the effective date, so that he/she can have a complete idea of the position’s roles and responsibilities. Another way is to have them attend formal training sessions.

2) Reward Employees Based on Their Performance & Efforts:

It is not always necessary to promote employees with a change in their designation. Sometimes, without any drastic change in their responsibilities, you can reward them for their hard work by offerings some free trip, a big gift or a salary hike. Providing them more responsibilities within their roles, like giving a chance to lead an important project, can act as a great morale booster and will also help in avoiding departmental stagnation.

3) Take a 360 View of the Employee’s Performance:

Employers often become myopic when considering an employee for promotion. Giving consideration only to his/her recent accomplishments or former track record is not just enough to take the final decision. These aspects don’t guarantee their success in the future. Take decisions based on the individual’s expertise and assess him/her on decision making capabilities and technical proficiency. This will help you decide what type of role that candidate will fit in!

4) Talk About the Employees’ Expectations and Career Aspirations:

Talking to employees about their career expectations and interests about holding a higher position, will help in analyzing where they would like to see themselves and whether they are satisfied with their current role or not. In this way they won’t be compelled to do something that they are not comfortable about.

Promotion is a kind of positive strengthening for the employee being promoted. It helps them analyze that they are performing well and their hard work is properly recognized and rewarded accordingly. But, the promotion process must not be taken lightly as the consequences can be hazardous for the entire organization with unwilling candidates on top positions. These tips, when applied successfully, will definitely help in combating ‘The Peter Principle’ and its after effects. Moreover, having a Performance Management System integrated in the organization will provide data to analyze each individual’s performance in a much better way and on a regular basis.

As millennials continue to enter the workforce at a rapid pace, employers need to transform old traditional methods and create an environment best suited for this generation. The Gen Y employees don’t just settle for a promotion, they need proper scope and advancement in their career and value only what interests them. This provides a perfect chance for the employers to get rid of The Peter Principle and develop new and engaging principles of their own.

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What Cartoons Help Us Believe is, ‘Believe in Yourself’!

TeamWise Article_Cartoon Characters(By : Prateek Sharma)

We all have spent our childhood listening to fairy tales and watching cartoons. Remember how crazier the days were when we tried to personify our favorite superheroes.
These cartoons, carried a very strong message for us too, that we experience every now and then in our daily lives.
Here are a few lessons that our favorite cartoons taught us…

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TeamWise Product Update: Version 4.1.1 Released!

Growing companies always look out for the best talent. Obviously, you cannot grow until you make right hirings. Start-ups are usually in this constant hiring state as they keep looking for better candidates.

Organizations opting for HR software to relieve themselves from HR and administrative tasks appear to be making a sensible move. But what about the recruitment job! This is still a question in majority of organizations where HR teams are still struggling with piles of resumes to filter.

For this, TrogonSoft has updated the product TeamWise with a highly effective Recruitment Management System that will make your overall hiring job much easier and smoother.

TeamWise-HRMS-4.1.1

Here are the updated features:

  • Job Board Customization: A simple mechanism to manage and track your overall hiring expenses. You can generate budget sheets and receive expenses estimation by other organizational members.
  • Applicant Form Field Customization: It’s a separate recruitment configuration where you can define different hiring parameters, evaluation sheets, and different recruitment phases.
  • Job Vacancy Creation: The feature will allow the administrators to give access rights to different users who can create the job vacancy.
  • Job Board: You can evaluate candidates on the basis of different parameters, ratings or sheets.

In addition to these recruitment features, more features are added to the product:

  • Attendance Policy to have Deduct Leave Type: The configured attendance policy will automatically mark a leave when the employee comes in late or applies for a leave.
  • New Location Address in Transfer Letter: Whenever an employee is transferred to a new location, the generated Transfer Letter will contain the new location address.
  • Dual Reporting: Employees can use the feature to report to two authorities, one to immediate head and other in the form of admin reporting.
  • Configurable Employee Directory: Company can customize the employee directory as per their wish. They can easily drag and drop the required features.

These upgraded features enable HR managers to make more efficient hiring through a systematic and smooth channel. Moreover, the system will ensure better assessment and evaluation of candidates as well as will give more power to the company in terms of product customization.

Times and Now of Leave and Attendance Management Systems!

TeamWise

Constant Evolution is the essence of human civilization!!

This is the underlying fact and every aspect of life takes a new face every day. Same is the case with the industrial revolution, where the family run small businesses took the shape of big industries and business incorporations led by large workforces.

Large workforce management brought its own challenges with it! Time tracking of the individual workers became difficult for business owners that further led to turmoil among the dedicated and non-dedicated workers. This is when the first time and attendance management system came into existence. This was a thick ‘time-card’ that was stamped or signed when any employee entered and left the workplace. This further helped them manage employee payrolls with ease as it gave calculated information about leaves taken and total number of working days for each employee individually.

New_Evolution of Leave and Attendance Management System-TeamWise

Though, a great idea, but was vulnerable to be misused by the employees. Thus, with several innovations and new technology being invented every day, now, the leave and attendance management systems have become much more advanced and sophisticated.

TeamWise

Leave and attendance management has become far easier as it allows automatic monitoring of vacations, holidays, and sick days. Overtime calculations are made easier. Thus, it gives an all-round ease to HR functions as it directly integrates with the payroll systems as well. TeamWise Leave and Attendance Management System is a proven technology that has taken shape through constant innovation and idea-building, purging out any kind of system error or challenges.