I Am Qualified, Why Not Me?  Introduction The case involving Bobby Bret in Crystal Productions illustrates one of the mo

I Am Qualified, Why Not Me?

 Introduction

The case involving Bobby Bret in Crystal Productions illustrates one of the most prevalent problems in human resource management, which is the perceived sense of equity in the process of promotion among employees. Bobby believes that he is not valued by the organization because he has been serving faithfully and performing excellently with great reviews, and the organization has on numerous occasions hired outside people in the job positions he is capable of performing. To assess the validity of Bobby in a complaint, it is necessary to assess the internal equity, performance appraisal, and organizational communication.

Based on the information given, it was seen that Bobby had a reason to worry. He has shown great interpersonal and professional skills, has also been rated as having consistent performance appraisals. Martocchio and Mondy 2019 state that internal equity preserves the perception of the employees regarding the compensation and promotion as being just in relation to their contributions and service. Passing of employees who have a record of performance and loyalty (several times) can give a sense of unfairness hence causing dissatisfaction and lack of motivation. Bobby is right in being frustrated by being unable to clearly see how his organization assigns promotion but also does not give him any feedback on what he can do to advance.

Additionally, the failure of the organization to promote its candidates internally but hire outside employees could be an indicator of its weakness in succession planning and growth of talents. Best human resource management lays stress on the career advancement channels of the workforce (Dessler, 2020). Crystal Productions will be losing its most competent employees such as Bobby by failing to provide internal mobility or definite professional growth opportunities. The internal turnover indicates that the organization might prioritize the external qualifications over organizational experience that can be disastrous to morale and retention rates.

Nevertheless, the company also should be taken into consideration. According to the controller, qualification is considered through general qualification when it comes to decision making in hiring. It is also possible that the outside applicants could have had particular skills, greater qualification or broader experience that fulfilled the strategic needs of the firm. Noe et al. (2021) state that companies are frequently interested in forming the golden mean between internal and external recruitment as the former encourages a new viewpoint and eliminates stagnation. In this instance, although Bobby might belong to the minimum qualifications, the firm could have considered candidates who possess certain skills that he has not committed to.

The inability to offer positive feedback and mentorship within the management is however an indication of failure in leadership communication. Bobby should have been clearly told what were the competencies or experiences they needed to be promoted and how he could acquire them. The policy of aggressor performance management stimulates an ongoing developmental dialogue to ensure alignment of the goals of the staff with the ambitions of the firms (Aguinis, 2019). Devoid of this, the employees will feel unappreciated and not sure of what to expect in future.

Finally, there is a valid complaint, which is based on perceived unfairness and unclear promotion policies, that Bobby has. Crystal Productions ought to reconsider its internal promotion policy and offer formalized feedback and development through training to employees who yearn of promotion. The application of effective communication and mentorship programs will not only boost the morale but employee retention and loyalty towards the organization will also increase.

References

Aguinis, H. (2019). Performance management (4th ed.). Chicago Business Press.

Dessler, G. (2020). Human resource management (16th ed.). Pearson.

Martocchio, J. J., & Mondy, R. W. (2019). Human resource management (15th ed.). Pearson.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2021). Fundamentals of human resource management (9th ed.). McGraw-Hill Education.