What problem does it solve? There are many benefits of not adopting a one size fit all approach when it comes to promotion. What works for one individual most likely would not work for the next person. Standardized test should not be the only leading factor when it comes to promotion. Incorporating others aspects helps the department acknowledge the performance and hard work of their employees. What is your solution and who does it apply to? Many factors should be considered when a promotion is offered such as: 1. Performance (an individual ability to perform, and proven success.) 2. Education/qualification ( education and technical skills) 3. Training ( employees should be given sufficient amount of training where he/she have been groomed efficiently before taking such a profound role. 4. Service length (the number of years and dedication an employee has incorporated/served should be considered in knowing when an employee is fully capable and well equipped to handle the position being offered.) 5. Merit (an individual’s skills, knowledge, hard work, and qualifications) What is the anticipated impact? If other elements are assimilated into the promotion selection the deserving and skilled employee’s would not feel forced to leave the workplace in search of new opportunities. A person being able to pass a test does not necessary make them the right candidate, fit for the role. When an employee is not valued and appreciated for their effort and productiveness, they tend to grow a sense of dissatisfaction, and resistance. Applying others factors in the promotion process would lead to better productivity, performance increase, loyalty, and a sense of belonging in the work environment.
If someone cannot pass a test, they may not have to English language skills to be effective in an advanced position.
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This content is created by the open source Your Priorities citizen engagement platform designed by the non profit Citizens Foundation