The Research Of Mechanism On Internal Promotion

In today’s economic globalization, enterprises pay more and more attention to their humanresource management, internal promotion as one part of the human resource management have thefunction of the allocation of resources and incentives. However as the flat organization structureand staff of the growing demand for the promotion, enterprise internal promotion more intense,which requires companies to build a convenient and effective internal promotion mechanism, inorder to make enterprise better and faster development.By examining literature and field research, I found that most enterprises in China to takeadministrative promotion channels for a single promotion mode, prone to mismatch of jobs andexpertise. Second assumption in the process of promotion based on performance. Moreoverpromoted standard is not standard, lack of promotion basis and strict standards. In theoreticalanalysis, by using the theory of internal promotion model, remuneration after disregarded theory ofthe competency model related to internal promotion mechanism, reasons and results were analyzed,and points out that the organization of severe human relationship make the effectiveness of internalpromotion mechanism has not been due play; The shortages enterprise culture promotion incentivecaused part of the core talent to promotion system more flexible emerging industries; Flatteningorganization structure to reduce staff promotion space, hit the promotion motivation;"Peterprinciple" affect the overall interest of the enterprise; After the promotion of "people post does notmatch" caused by waste of human resources in the organization. In terms of empirical analysis, thepaper uses the failure case of A company and B company’s successful cases for analysis. Reasonsfor the failure of internal promotion to run A company is in front of the management of cadreselection and appointment, lack of selection standards, systems, and specific training. And B runsuccessful reason is that internal promotion mechanism, which provides promotion of equality oftwo or more steps, one is management way, another is the technology road.In terms of internal promotion mechanism building, first of all to ensure the promotionprocedure fairness and justice; Secondly establish new promotion path, including the establishmentsteps of promotion channels, job rotation and job transfer, perfect training system and theimplement of broadband pay; To care staff promotion failure; Finally, establish corresponding exitmechanism to supervise staff actively face the work and responsibilities. In the actual application,promotion decisions, managers are doing need to employees on the new post potential evaluation ofsuccessfully do a good job, this is the main reason of the promotion decision-making errors; Onhow to keep balance between competence and ability, often under the influence of corporate culture, etc., to solve these problems, can we master some practical and effective method, and according tocertain procedures.To explore from the perspective of internal promotion to promote internal employee promotionstrategy plays an important role in theory and practice, to evaluate the status quo of the domesticand foreign related research, this paper to elaborate the related theory, combined with the author’sown work experience, the theory analysis, at the same time in enterprises as a specific case for athorough empirical study, discuss the deep reasons, and puts forward corresponding suggestionsand solutions, to healthy development contribution meager strength for the enterprise.