Criteria for Employee Promotion in Banks

Bank Personnel Report (Special Report), Vol. 5, No. 3, pp. 7-8, Management Reports, Boston, MA, May 1972

3 Pages Posted: 29 May 2015 Last revised: 8 Aug 2015

Martin John Gannon

University of Maryland - Robert H. Smith School of Business

John A. Haslem

University of Maryland - Robert H. Smith School of Business

Date Written: July 13, 2015

Abstract

Banks find it difficult to assess employee performance for purposes of promotion. In an effort to gain insight into the question of promotion in banks, both branch tellers and officers with branch experience were asked to rank six factors in terms of their perceived importance for promotion. The six factors were: (1) Good relations with customers; (2) Speed in doing their work; (3) Recommendation by the "right" person; (4) Cooperation in finishing work; (5) Accuracy in doing work; and (6) Education.

The results demonstrated that officers and tellers strongly disagreed concerning the importance they assigned to five of six factors. The only factor of agreement was accuracy in doing work. Officers placed greater importance than tellers on good customer relations, speed in doing work, and cooperation in work. Tellers placed more weight than officers on education and recommendation by the right person.

Suggested Citation

Gannon, Martin John and Haslem, John A., Criteria for Employee Promotion in Banks (July 13, 2015). Bank Personnel Report (Special Report), Vol. 5, No. 3, pp. 7-8, Management Reports, Boston, MA, May 1972 . Available at SSRN: https://ssrn.com/abstract=2611192

Martin John Gannon

University of Maryland - Robert H. Smith School of Business ( email )

College Park, MD 20742-1815
United States

John A. Haslem (Contact Author)

University of Maryland - Robert H. Smith School of Business ( email )

College Park, MD 20742
United States
202-387 2025 (Phone)

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