Time : 2020-12-08 18:36:03
Điểm: 8/10
There is a controversy in favor of merely employees with long working spans being worthy of gaining promotion. It is undoubtedly that the length of service is an important element. However, from my point of view, a certain of criteria should be considered when it comes to getting a higher position.

Firstly, seniority is usually the top reason to consider promotion. The more experienced employees are, the better they would be able to adapt themselves to be in a higher position. In other words, now that they are likely to comprehend the culture and policies of the company better, they should be given priority to get promoted in a company. On the contrary, in case they were not promoted, they might well leave the company to find a higher position and earn a larger salary. As a result, serious consequences are left for the company, which might lose a significant amount of cost and effort to recruit experienced workers again.

In spite of these factors, performance should be taken seriously when it comes to giving promotion. This can be seen by how some multinational companies use annual performance and development reviews when deciding on promotion. Take selling health insurance as an example, if targets set for an employee by a supervisor are met, then the staff can be promoted, even if they are relatively junior.

In conclusion, apart from implementing a policy of promoting long serving members of staff, I opine that it is also wise to take account of the performance as a criterion to offer staff higher positions.

Nhận xét của giáo viên :

 

There is a controversy in favor of merely employees with long working spans being worthy of gaining promotion. It is undoubtedly that the length of service is an important element. However, from my point of view, a certain variety of criteria should be considered when it comes to getting a higher position.

Firstly, seniority is usually the top reason to consider promotion. The more experienced employees are, the better they would be able to adapt themselves to be in a higher position. In other words, now that they are likely to comprehend the culture and policies of the company better, they should be given priority to get promoted in a company. On the contrary, in case they were not promoted, they might well leave the company to find a higher position and earn a larger salary. As a result, serious consequences are left for the company, which might lose a significant amount of cost and effort to recruit experienced workers again.

In spite of these factors, performance should be taken seriously when it comes to giving promotion. This can be seen by through how some multinational companies use annual performance and development reviews when deciding on promotion. Take selling health insurance as an example, if targets set for an employee by a supervisor are met, then the staff can be promoted, even if they are relatively junior.

In conclusion, apart from implementing a policy of promoting long serving members of staff, I opine that it is also wise to take account of the performance as a criterion to offer staff higher positions.

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7.5/10