Why should organisations use assessment for employee promotion, and how effective are your yearly performance reviews? Employee promotion is one of the integral aspects that organisations cannot ignore. When an employee gets promoted, they typically receive a new job title, more duties, a raise in pay, and other perks. To promote the right employees in your organisation, you need to go beyond subjective and biased judgement to using more objective and reliable means like assessment. By exploring modern methods for performance review, you can save your company money, significantly improve its bottom line and scale your advantage in the marketplace. Reviewing your employee performance is one way to keep them, boost their morale and fill the gap in your organisation. Employee appraisals offer performance measurements that form the basis of employee compensation decisions. They are an excellent tool for identifying high performers and achievers whose efforts deserve rewards and recognition. In this deck, you’ll learn in-depth strategies and insight on how to promote the right people to fill critical roles in your organisation You’ll also learn: 1. How to validate your end-of-year promotion and appraisals 2. Modern methods of Performance appraisals 3. Effective assessments you can use to promote right 4. Employee promotion and its benefits to your organisation

1. How to Leverage Assessment for Employee
Promotion
Use assessment to validate your end-of-the-year appraisal system and promote right

2. How effective is
your Employee
Performance
Evaluation?

3. In case you missed it: Cracking the ‘Employee Performance Management’ Code
EMPLOYERS EMPLOYEES
90%
of HR Managers report that their
performance management
systems do not yield accurate
information.
More than 94% of employees
surveyed preferred to receive
real-time feedback on their
performance
94%

4. Promotions and
Appraisals
As competition in today's business world is increasing, it is
essential for leaders to go beyond the traditional methods of
promotion to provide real, timely, comprehensive and
meaningful feedback as well as an unbiased system for
employee performance evaluation.

5. Performance appraisal (also referred to as performance review)
evaluates an employee’s development, job-relevant skills, and areas of
improvement over a predetermined time period. As a component of
the employee performance management system, it goes beyond how
well a job was done and is based on criteria that reflect the needs of
both the employee and the company.
Performance appraisal is a periodic and systematic process that tries to
assess the performance at work as well as the level of productivity of
the employees. It aims to support impartial and well-informed
judgments about talent, such as career advancement, employee
compensation, wage increases, Learning and development initiatives,
and promotions.
What is
performance
Appraisal?
Click here to read: How to ImproveYour Employee Performance Evaluation Process

6. Succession Planning
Strategic Planning
Promotion, compensation and
reward decision
Individual and team development
It helps to identify high-potential individuals in the company who,
with proper grooming and training, can assume leadership roles..
Data derived from performance appraisal processes is a compelling
measure to get an overview of an organisation’s workforce quality
and needs.
They can help identify employees and talent who deserve to
move up the rank, need recognition and reward for their effort
Performance appraisal enables employees o set realistic
goals and invest significantly in their career advancement
Major Objectives of Employee performance
appraisal

7. Common/
traditional
methods
organisations use
for performance
appraisal
Rating Scales Method
Forced Distribution Method
Checklist Method
Field Review Method
Grading Method
Performance test and observation
Confidential Reports
Click here to read: Improving Employee Performance – Best Practices

8. Problems with traditional methods of
performance appraisal
According to a UK survey, 74% of employees believed that
traditional methods of performance reviews were time-
consuming, pointless, and had no real purpose.
The traditional appraisal methods have been proven
irrelevant, subjective, and ineffective due to:
 judgment error
 lack of objectivity
 Emphasis on employees personal
traits such as knowledge,
dependability, drive, leadership,
loyalty, judgement, etc.

9. So how best
can you
promote your
Employees?

10. Employee
Promotion
Every organisation has a certain job hierarchy structure according to which
employees advance or get promoted.
Employee Promotion means the ascension of an employee to higher ranks.
Promotion is not just the upward or forward reassignment of an employee of
your workplace. It is a properly structured process that must remain within the
bounds of the organisation’s hierarchy. Hence, organisations should be
proactive about employee promotion to significantly reduce employee attrition
and scale their competitive advantage.

11. Studies show that 40% of millennials expect a promotion in one to two years. It also states
that if not provided with one, they will leave a company searching for opportunities
elsewhere. Why promote your employees?
Why should you promote
employees?
Reduce attrition Boost motivation &
increase loyalty
Cost-effective than
hiring
Career growth and
develops competitive
spirit
Improve employer brand
1 2 3 4 5

12. What kind of assessment should you use to
promote employees?
 360 Degree Feedback
 Assessment Centre Method
 Psychometric Assessment
 Management by Objectives (MOB)
 Performance check-ins
 Behavioural Anchored Rating Scale
 Competency Assessment
To quantitively and qualitatively evaluate employee
performance, here are the modern methods of
performance appraisal that organisations can
implement:

13. collecting feedback from people
employees work closely with (i.e.
managers, customers, peers, etc.)
360 Degree Feedback
assessment center is a platform to
evaluate an individual’s suitability for
specific job roles and potential for a
proposed position
Assessment Centre Method
Evaluates an individual’s cognitive skills,
and personality traits; helps to assess
whether the individual is capable of
thriving in a specific professional role.
Psychometric Assessment
01
02
03
Managers and employees collaborate
together to identify, plan, organise, and
communicate objectives; objectives are
validated using SMART method
Management by Objectives (MOB)
Series of regular conversations between
managers and employees about work,
progress, and goals throughout the year.
Performance check-ins
04
05
Assessment
for
Promotion
+
Evaluates employees in a defined set of
performance dimensions by comparing
their behaviours with specific behaviour
examples that anchor each performance
level.
Behavioural Anchored Rating Scale
Used to assess an employees
capabilities against the requirements
of their job.
Competency Assessments
06
07
Your performance management systems should comprise these modern methods
when promoting employees to ensure a higher success rate and derive maximum
benefits.

14. 14
Most Recommended Method for employee
promotion:
Employee assessments provide a chance for
managers, supervisors and Talent experts to
understand whether employees are meeting
the expectations of their roles.
They can also be used to determine if an
employee would benefit from a raise or
promotion. The process can vary, but you
can leverage assessment during your end–
of–year performance appraisal to promote
high-performing employees.
NOTE: ASSESSMENT

15. Why Use Assessment when Making Promotion-related Decisions
01 It aids more informed
decisions on promotion 04
Structured feedback and
assessments encourage good and
quality work
02
you are able to determine
employee needs and develop
the skills needed.
05 Ensures an in-depth and
unbiased evaluation
03 Protection against litigation
06
Ensures productive
communication
Click here to read: How to Manage Employee Performance Using an AssessmentCentre
Performing assessments during your year-end review can provide a variety of
benefits to your employees and organisation as a whole.

16. Let’s help you achieve a highly-effective performance evaluation of your employees. With our
resourceful assessment solutions library, your access to assessment tools just got better.
Leverage Workforce Resourcing Assessment Library to test relevant competencies in your
competencies in your candidates. Our solutions cut across Psychometric, Personality,
Personality, Function-Specific and Skills Assessments.
Need a helping hand? Workforce Group can help your organisation promote right through our modern
and effective assessment methods. Send an email to hello@workforcegroup.com.
Scale the advantage…

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