Rather than focusing on MLB or any other professional sports league consider how other industries operate. Every profession has talent regardless of what they are called but in most cases it’s employees.

Regardless of the industry/profession there’s either a person or department in charge of talent acquisition. Everyone does it differently-some more successfully than others. The rules and practices surrounding are unique, but often transferable which allows recruiters to move from one industry to another.

Again, the specific department names and titles are irrelevant, but someone is tasked with training and development. Everyone is going to measure the success of its staff differently and those in training and development often have to hit standards or their jobs are in jeopardy.

In some businesses it’s more difficult to move up and others it’s harder to get fired. When I worked at the hotel, the turnover rate for front desk agents was extraordinarily high. I still don’t know if it could be chalked up to poor pay/possibility of advancement, poor training, or inadequate screening. I am not sure if particular hotels ever address the problem or if they just cast a larger net, hoping to improve their odds.

With some professions it’s much easier to gauge performance and employees have a better idea when their livelihood is in jeopardy. Some schools do better jobs at informing their students when they are in danger of failing a class or getting tossed.

Consider a specific business who has done a horrible job in talent selection and development such that the product or talent is inferior to the competition. If upper management gets the ax, would you promote those in charge of failed acquisition and development to replace them?

In short, how prudent is it for a business to promote someone who’s failed in a lower-level position to a position with greater responsibilities and power? Just because it happens frequently doesn’t mean it’s the correct decision. Ultimately, it’s the customer that loses.