Precast Inc. - November/December 2008 - (Page 48) BUSINESS & MANAGEMENT Promotions and Advancements – Part 1 Keep your company fresh with the best talent. BY WILLIAM ATKINSON Editor’s Note: This is Part 1 of a two-part series. Part 1 looks at the first four of seven steps of promotion and advancement: the program, identifying candidates, approaching the candidates, and considering more than one candidate. Part 2, which will appear in the January-February 2009 issue of Precast Inc., will cover the final three steps: preparing the individuals for advancement, helping them succeed, and what to do when it doesn’t work out. o hire or to promote – that is the question. Whether it is better to bring in new blood to fill a key position or to reward in-place experience are the slings and arrows you must suffer. But also ask yourself: Why would you spend so much time and effort on the hiring process to bring the best employees into your organization if you’re not going to spend just as much time and effort taking advantage of their growing skills and T experience by moving them up in the organization? Consider the seven steps of the promotion and advancement process. The program While a promotion and advancement program needs to be comprehensive, this doesn’t necessarily mean that it needs to be complex. In fact, according to Jeff Daum, CEO of 48 NOVEMBER/DECEMBER 2008 | PRECAST INC.
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