Basic Concepts of Position Promotion in Institutions

BASIC CONCEPTS OF POSITION PROMOTION IN INSTITUTIONS A. Position Promotion According to Marihot AMH Manulang (Manulang, 2006), promotion is an increase in position, namely receiving greater power and responsibility than the previous power and responsibility. Giving a promotion to an employee means that the employee rises to a higher position in an organizational structure. According to B. Siswanto Sastohardiwiryo (Sastrohardiwiryo, 2003), promotion can be interpreted as the process of changing from one job to another job in a hierarchy of authority and responsibility that is greater than the authority and responsibility that has been given to the previous workforce. According to Malayu Hasibuan (Hasibuan, 2008), promotion of transfers increases the authority and responsibility of employees to higher positions within an organization so that their obligations, rights, status and income are greater. Based on the definitions expressed by experts, it can be said that promotion is a process of developing employee resources by moving from a certain position to a higher position marked by authority, greater responsibility, social status and higher income. The definition of Position Promotion is in line with the Elucidation of Article 7 paragraph (1) of government regulation Number 15 of 1994 which states that vertical position transfer is a transfer that is in the nature of a promotion or promotion. Thus promotion can clearly be linked to appointment to a position. Both structural and functional positions. This transfer is important for career development, increasing employee capabilities and organizational needs (article 7 paragraph 02). However, to expedite the implementation of job transfers, it is necessary to align transfer planning with the available budget (paragraph 3). Someone who has become a civil servant has the opportunity to be appointed to a certain position. Meanwhile, what is meant by position according to Law Number 43 of 1999 concerning civil service is a position that indicates the duties, responsibilities, authority and rights of a civil servant in a state organizational unit. Positions in a bureaucratic environment in government are career positions. Furthermore, career positions are positions within the government bureaucracy which are only occupied by civil servants or civil servants who have changed their status as civil servants. (Pasolong, 2008). B. Principles of Position Promotion According to Hasibuan (Hasibuan, 2008) the principles of promotion must be stated in the promotion program clearly so that employees know and the organization has a handle on promoting employees. The principles of promotion are: • Trust Promotion should be based on trust or confidence regarding the honesty, ability and competence of the employee concerned to rise to that position. • Fairness Promotion is based on fairness in assessing the honesty, abilities and skills of all employees. The assessment must be honest and objective, no favoritism or likes and dislikes. Employees with the best ranking should get the first opportunity to be promoted regardless of race, class or descent. • Promotion formation must be based on existing formation, because employee promotion is only possible if there is a vacant position formation. C. Position Promotion Objectives The following are the objectives of job promotion, namely: 1) To provide greater recognition, position and service rewards to employees who achieve high work performance. 2) Promotional opportunities can lead to chain profits in the organization due to the emergence of chain vacancies. 3) Employees who are promoted to the right position, their enthusiasm and calmness at work increase so that their work productivity increases. 4) To make it easier to attract applicants. 5) Promotion will improve the employee's status from employee or temporary employee to permanent employee after passing the probationary period. 6) To fill vacant positions. 7) To increase and expand the knowledge and work experience of employees. D. Position Promotion Requirements Promotion requirements for each organization are not always the same depending on each organization. Promotion requirements in general according to Hasibuan, namely: (Hasibuan, 2008) 1. Honesty. Employees or employees must be honest, especially with themselves, their subordinates, and agreements in carrying out or managing the position. 2. Discipline. Employees must be disciplined in themselves, their duties and obey applicable regulations, both written and customary or unwritten. Because discipline allows a company or organization to achieve optimal results. 3. Work Performance. Employees who are able to achieve work results that can be accounted for in quality and quantity and work effectively and efficiently. 4. Cooperation. Employees who can work together harmoniously with fellow employees will create an atmosphere of good working relations between all employees. 5. Skills. The employee is capable, creative and innovative in completing the tasks in his position well. He can work independently to complete the job well, without receiving continuous guidance from his superior. 6. Loyalty. Employees must be loyal in defending the organization or corps from actions that are detrimental to the organization or corps. This shows that the employee is an active participant in the organization. 7. Leadership. He must coach and motivate his subordinates to cooperate and work effectively in achieving organizational goals. 8. Communicative. Employees must be able to communicate effectively and be able to receive and convey information from superiors and subordinates well, so that miscommunication does not occur. 9. Education. Employees must have a diploma and formal education in accordance with the position specifications. E. Types of Job Promotions Types of Promotion according to Hasibuan, namely: (Hasibuan, 2008) a. Temporary promotion (Temporary Promotion). An employee is promoted temporarily because there is a vacant position that must be filled immediately. b. Permanent Promotion (Permanent Promotion). Employees are promoted from a higher position because the employee meets the requirements for promotion. The nature of this promotion is permanent. c. Small Promotion (Small Scale Promotion). Increasing an employee's position from a position that is not difficult to move to a difficult position that requires certain skills, but is not accompanied by an increase in authority, responsibility and salary. d. Dry Promotion (Dry Promotion). An employee is promoted to a higher position accompanied by an increase in rank, authority and responsibility but not accompanied by an increase in salary or wages. F. Basic Considerations for Position Promotion Promotion programs should provide clear information on what is used as a basis for consideration for promoting an employee within the company. It is important that employees can know and fight for their fate. The basic guidelines used to carry out promotions are according to Hasibuan, namely: (Hasibuan, 2008) a. Experience Experience is a promotion that is based on the employee's length of work experience. Consideration for promotion is a person's work experience, the person who has worked the longest in an organizational body gets first priority in promotional actions. b. Proficiency Skills means a person will be promoted based on a skills assessment, namely the total of all skills needed to achieve accountable results. Promotion considerations are skills, capable or expert people get first priority for promotion. c. A combination of experience and skills A combination of experience and skills, namely promotions based on length of experience and skills. Promotion considerations are based on length of service, formal education certificate held and class promotion exam results. if someone passes the test the results of the increase are promoted. d. Position Promotion Procedures The promotion implementation procedures usually adopted by an organization or company according to Sastrohardiwiryo are: (Sastrohardiwiryo, 2003) Promotion from within the organization or company. It is almost a tradition to look for candidates who will occupy the position of manager or head of department in a government context in an organizational hierarchy among the ranks of the existing workforce. This is a common habit that seems almost entrenched. Promotion through nomination procedures. Nomination by management is a supporting process to nominate certain subordinates for promotion. There is no doubt that this procedure is unsystematic and prone to error, but it is nevertheless the most extensive process that companies use to investigate promoted workers. Promotion through selection procedures. Usually the selection process for large companies uses various types of psychological tests for this purpose. The candidates who will be promoted are gathered and then selected according to the qualifications that have been determined. However, this method did not receive a positive response from the workforce because the procedure was considered too complicated (with several stages) that had to be passed by someone who was going to be promoted and it was not certain that the selection participants would pass. As a result, a lot of time and energy is wasted.