Recruitment and selection
Курсовой проект - Менеджмент
Другие курсовые по предмету Менеджмент
ndidatesfortheposition,thecorporatecultureshouldnavigatetheHRMFunctionandthehiringmanagertodecidecorrectlyaboutthewinningjobcandidate.Thecorporateculturehastoprovideaguidanceforthelastdecisionaboutthewinningcandidate.costsideisaclearinternalrecruitmentbenefit.Theinternalrecruitmentcanbequickerandcheaperthantheexternalrecruitment.Theemployeewhoworkswiththeorganizationusuallydoesnotaskahugesalaryandisavailableforatransfermuchquicker.internalrecruitmentbenefitisasmallerpressureforthecompensationandbenefits.Themovingemployeesgetpromotedandtheydonotpressforahighersalaryforjustbeingwiththeorganization.RecruitmentProcessWeaknessesInternalRecruitmentProcessdoesnothavejustbenefits,thisprocesshassomedisadvantagesaswell.TheInternalRecruitmentProcessisaverypowerfultool,butitcanbemisusedinhandsofsomeemployeesandmanagers.InternalRecruitmentProcessisnotaprocesstostealthebestemployeesfromtheirdepartments.Theseemployeesshouldbetreatedasaveryscarceresourceandtheinternalrecruitmentproceduresshouldworkdifferentlyforthem.managersusetheinternalrecruitmentprocessasatooltotransfertheirownissuestotheotherdepartments.Thisisverydangerousasothermanagerswillnottrusttheinternalrecruitmentprocessandwillblocktheambitionsofemployeestobetransferred.employeescanmisusetheinternalrecruitmentprocess,whentherearenoclearrulesandproceduresapplied.Theorganizationcansupportinternalrotationsofemployees,buttherulesmustbeclearaboutthelengthofthestayoftheemployeeinonedepartment.employeecanenjoythebenefitofquickinternaljobhoppingandtheresultsachievedareverydifficulttoberecognizedbytheorganization.Nomanagerisabletomakeafullperformanceappraisalasthewholeyearinonedepartmentisuniquethen.Theemployeeisjustfocusedonhisorherpromotionintheorganizationandthesalarycanbeincreasedineverystep.internalrecruitmentcanbesometimestakenasanobligatoryoptionbytheorganization.Theemployeessupposetobefirstinthequeuebeforeanyapplicantfromtheexternaljobmarket.Butthisapproachisverydangerousfortheorganization.Theexternalcandidatesbringknowhowandexternalknowledge,whichcanhelptotheorganizationtoperformevenbetter.internalrecruitmentprocesscannotsolvealltherecruitmentissuesintheorganization,butthereshouldbearightmixtureoftheinternalandexternalrecruitmenttokeeptheorganizationinahealthyshaInternalversusExternalJobCandidateselectionofthewinninginternalorexternaljobcandidateisacommondilemmaoftheinternalrecruitmentprocess.Manytimes,theexternalandtheinternalfinalcandidatescompeteforthejobposition.TheHRMFunctionandthehiringmanagerhavetomakeacorrectdecision.efficientinternalrecruitmentneedsclearrulesforthedecisionaboutthewinningcandidate.Theorganizationhastoclearlydefinetheconditionforthefinaldecisionbasedonthecorporatecultureandhabitsinsidetheorganization.corporatecultureshouldbethemaindriverofthefinaldecision.Theinternalcandidatehastobesureabouttheevaluationnottobecomede-motivated.Theclearrulesforthepreferenceoftheinternalcandidateovertheexternalcandidatewillhelptosettheclearexpectations.commonruleisthe">The HRM Function usually has a lack of the job market knowledge and the organization suffer from the bad competition on the job market. The organization usually know excellently the market with its products and services, but they lack the knowledge about the job market and they do not use proper marketing channels to bring the best job potential to the organization. The HR Marketing , which supports the employees to look for the opportunities in the organization, is well designed for the internal recruitment process and the process can be a big benefit for the organization. The corporate culture, which is focused on a strong competition among employees and with the external environment, this corporate culture does not support the internal recruitment process.corporate culture should drive the decision process. In case of two candidates for the position, the corporate culture should navigate the HRM Function and the hiring manager to decide correctly about the winning job candidate. The corporate culture has to provide a guidance for the last decision about the winning candidate.cost side is a clear internal recruitment benefit. The internal recruitment can be quicker and cheaper than the external recruitment. The employee who works with the organization usually does not ask a huge salary and is available for a transfer much quicker.internal recruitment benefit is a smaller pressure for the compensation and benefits. The moving employees get promoted and they do not press for a higher salary for just being with the organization.Recruitment Process WeaknessesInternal Recruitment Process does not have just benefits, this process has some disadvantages as well. The Internal Recruitment Process is a very powerful tool, but it can be misused in hands of some employees and managers.Internal Recruitment Pr