...The Aspects of Internal Hiring Vs. External Hiring: Pros and Cons Calvin Bowens WRTG 394 Advance Business Writing 1 October 2014 Professor John Ross Executive Summary This research provides an evaluation of the historic and current practices used to select internal employees for promotion in mid-level manager position versus selecting external candidates to fill those positions. Methods of this evaluation will include pros and cons, site managers and human resource team feedback, as well as, corporate leadership take on possible approaches. Results of this evaluation show that each hiring requirement is unique in nature when referring to positions of leadership. All members interviewed or who shared their insight stated having a clear understanding of what higher level leadership wants and demands must be established up front. Therefore, assumptions of these higher level expectations almost always end in failure of the newly hired external candidate or the internally hired employee. In addition, research finds current business practice being utilize in the company does not support selecting internally or externally. There are several areas requiring further attention and investigation, to include possible remedial training for human resource generalist and site managers for the sole purpose of building staff confidence and growing leaders from within. Corporate leaders have taken the hands-off approach to hiring mid-level managers. With that said, a clear and concise...
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...INTERNAL AND EXTERNAL SELECTION AIU – MGMT 335 IP Week 1 October 11, 2015. Abstract This research report states the comparison of two major international companies and three criteria used in selecting personnel. A brief description of the companies and examples are also stated. As a store manager of a Auto Parts retail chain all issues and steps for education and requirements are reviewed, to select the best replacement for the needed position. Advantages and disadvantages of selecting internally and externally are also stated. Keywords Ford Motor Co., Coca Cola Co., recruiting personnel, internal and external hiring, basic criteria, hiring methods Introduction The Ford Motor Co. and the Coca Cola Co. are being used for comparison in this report. Both are internationally known and will prove to be an excellent example tool. They both has been around for a lot of years and have proven to be successful, economically as well as notable. Here stated are examples of internal and external selection methods and guidelines. Job specifications are listed and the requirements needed to fill the position open. Three Major Criteria The Ford Motor Co. has three major criteria used when recruiting people. They look at education, if the person can make decisions based on facts and data, and if they have the drive to seek growth and improvement. The Coca Cola Co. has three major criteria as well. Education, experience in the industry of consumer...
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...Planning for Electronic Business Learning Objectives In this chapter, you will learn about: • Identifying the value of electronic commerce initiatives • Aligning implementation plans with strategies • Deciding which electronic commerce project elements to outsource • Selecting Web hosting services • Using incubators and fast venturing techniques to launch Internet business initiatives • Using project and portfolio management techniques to plan and control electronic commerce activities • Staffing electronic commerce activities Lecture Notes Planning the Electronic Commerce Initiative A successful business plan for an electronic commerce initiative should include activities that will identify the initiative’s specific objectives and link those objectives to business strategies. In setting objectives for an electronic commerce initiative, manages should consider the strategic role of the project, its intended scope, and the resources available for executing it. Linking objectives to business strategies Benefit objectives might include building brand awareness or enhancing existing marketing and promotional programs. Some companies plan to sell products, services, and advertising, whereas others establish online auctions or create virtual communities and Web portals. Other common organizational objectives are related to purchasing functions and supply chain management, as well as improving after-sale support...
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...of part of it. I have also noted the assessment criteria and pass mark for assignments. Due date: 21st December 2012 Student signature: Submitted date: 18th December 2012 Table of content 1.0 Introduction………………………………………………….………………………………………..3 2.0 Theoretical background of resourcing and staffing an organization..…………………………………………………..……………………………………..4 3.1 Recruitment………………………………………………….……………………………….5 3.2 Selection………………………………………………………..…………………………..10 3.0 Application some theories to the organization /UNDP/…………………….…………………...12 4.3 Principles of UN recruitment and selection……………………………………………..12 4.4 Condition for selection………………………………………………………………..…..13 4.5 Priority consideration of UNDP internal candidates……………………………………13 4.6 Recruitment and Selection Policies and Procedures for all UNDP Posts……………13 4.7 Common recruitment and selection standards for all staff…………………………….14 4.8 Recruitment and selection strategies and techniques………………………………....14 4.0 Conclusion…………………………………………………………………….……………………15 5.0 Reference……………………………………………………………………….…………………16 1.0 Introduction Nowadays, human resource management is becoming more important factor to success in any organizations. It is the management of workforce or human resource which is related to attract, recruit,...
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...Determining if an internal candidate is suitable to replace the President and CEO of Stonewall Industries is a process that should not be taken lightly. There are five executive level candidates from different departments that possess different skills and experiences. There are a few steps to outline before making a decision on whether an internal candidate will be suitable. The first step in deciding if an internal candidate was appropriate for replacing the President and CEO of Stonewall Industries is to conduct an inventory of heir apparents. This inventory would outline basic information on each candidate’s position at Stonewall Industries, as well as any other experience they may have had in previous positions. The inventory would also evaluate any relevant education, training, and years of service at Stonewall industries. This first step is very general, but will help to outline which level of experience the successful candidate must have in order to be the head of the company. After an inventory has been conducted, those candidates that have been pooled will be evaluated on their promotability to CEO, as well as potential to be CEO. This can also be described as a management inventory. This way, our group of consultants can outline Stonewall Industries’ strengths and weaknesses, and be able to plan training and development in anticipation of Jim Pender’s retirement. Next the group of candidates will be allocated into a succession planning rating system. This will...
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...most efficient manner. Hiring the right people and placing them in the right job is very important to the success or failure of a business. The cost of recruitment, selection and training can be high and this is well known. For this reason hiring should only occur after careful consideration of a potential employees aptitudes, motives and anticipated level of performance. Recruitment is the process of identifying organizational needs, and attracting candidates while the process of selection involves choosing from various applicants a suitable candidate to fill a position. Recruiting and selecting employees is a process of various steps. This article will identify those steps and make some recommendations to increase efficiency, effectiveness and compliance in the recruitment and selection process at Clapton Commercial Construction. Organizational Considerations in Staffing Decisions Labor market conditions can significantly affect the company and their ability to recruit qualified employees. If there is high demand for skilled construction workers, then it will require that the organization offer potential employees an attractive package of benefits and compensation. This is the key element. To ensure that there is recruitment diversity, announcements that advertise open positions can be placed with various types of media sources to include sources in different languages. There are various laws that need to be considered in the hiring process. Some of them are:...
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...open our own shop that related to bento studio. We named it as “Organic Bento Studio”. We also concern about health of people nowadays, and that is why we want to make organic bento. Our business will provide a course to do bento for kids till adult, and then they will learn how to cook with testy and healthy food for them. We set our mission, vision, and goal seriously because we want to make our business become the best than everyone who want to compete among us. We also set core values in our shop and we will follow them because our core values have really good meaning and if we can do that our performances will be perfect. Moreover, there are internal and external factors that we are going to face while we do business. For external factors, there are economic, technological, industry and demographic. Another thing is that internal factors, it is compose of culture, capabilities, and composition. All of these factors are going to be affected our business definitely. Next is demand and supply for employees in our business. We focus on quality not quantity. To get the right person to the right job, we have to explain and describe our job description and job specification while we recruit people clearly. This is the job of human resource department to take it seriously when recruit people to do this business. For the position that we need in our business compose of trainer and development manager, chef, full time workers, part time workers, accountant, cashier, and janitor. To...
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...Human resources The assessment of HR begins with environmental analysis, under which the external (PEST) and internal (objectives, resources and structure) are analysed to assess the currently available HR inventory level. After the analysis of external and internal forces of the organization, it will be easier for HR manager to find out the internal strengths as well as weaknesses of the organization. 2.Demand forecasting - - HR forecasting is the process of estimating demand for and supply of HR in an organisation. - Demand forecasting is a process of determining future needs for HR in terms of quantity and quality. - Supply forecasting is concerned with the estimation of supply of manpower given the analysis of current resource and future availability of human resource in the organization. 3. Matching supply and demand - The matching process refers to bring demand and supply in an equilibrium position so that shortages and over staffing position will be solved. 4. Action plan - The HR plan is executed through the designation of different HR activities. Recruitment Process Internal Recruitment - An internal recruitment strategy is characterised by promoting employees from within an organisation to fill upcoming positions. This recruitment may be in the form of creating and shuffling temporary teams to fill certain tasks or may be permanent changes. Internal recruitment may be primarily horizontal or it may be for promotions in which the...
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...labour relation and diversity and inculsion. It is essential that Human Resource be made an integral part of an organization. Human Resource can be instrumental in developing a full analysis of each division and determining how function like recruiting and employee relation can support new and existing strategies. Human Resource is also an invaluable resource in evaluating how to facilitate the adoption of strategies, recruitment of new talent to sustain them and assure smooth transitions. As we concentrate on recruitment procedure, which is an important part of any organization. The term Recruitment refers to the process of attracting, screening and selecting a qualified person for a job. Recruitment highlights each applicant’s skills, talents and experience. It is rightly said that, if right person is appointed at right place the half work has been done. Successful business...
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...Executive summary: Hiring is never a simple task. An efficient and effective recruitment and selection process ensures the successful hiring of qualified and diverse individuals who reflect a companies' positive image and can contribute to its growth. Careful and adequate attention must be given to each step of the process and those involved in the selection process should be properly equipped to ensure a successful hire. Several resources to include training, best practices and guidelines, are available to hiring managers, search committee members and support staff to assist with each step of the recruitment and selection process. In this essay a training program will be developed using some Kirkpatrick’s steps in developing a training program along with showing one way of how a recruitment and selection process may be done. 1 Table of Contents 1. Introduction-----------------------------------------------------------------------------------------3 2. Conduct a needs assessment---------------------------------------------------------------------3 3. Training objectives--------------------------------------------------------------------------------4 4. Method of training---------------------------------------------------------------------------------4 5. Evaluation-------------------------------------------------------------------------------------------5 6. Recruitment and selection process---------------------------------------------------------------6 ...
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...Why was Xerox in trouble in the early 2000s? What do you believe were the root causes? In the early 2000’s Xerox was reported to have been facing bankruptcy after years of mismanagement, piles of debt, and mounting questions about its accounting practices In December 2000, Xerox announced that it had exhausted a $7 billion line of credit, but that $1.4 billion in cash remained. By January 2001, it was rumored that Xerox had hired a bankruptcy advisor namely from the Blackstone Group. However, in an attempt to further hide their financial woes from the public, Xerox officials denied that rumor, stating that they called on Blackstone for financial advice and nothing more. Their financial struggles continued until Xerox Corporation did what no one expected it to do; the company survived a brush with bankruptcy under the direction of a new CEO, Anne Mulcahy, who had no prior experience heading a company although she had served in multiple areas of the company’s business before becoming CEO. In an interview with CNN she was quoted as saying: “although it wasn’t necessarily done with the intent of running the business, I found out that it was a pretty good set of skills and capabilities to have coming into the job.” Although it was believed that Xerox was in trouble in the early 2000’s due to its financial woes, I believe that competition stifled their copier sales. Prior to Ms. Mulcahy taking over, the company was guided by leaders that did not move with...
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...Meaning of recruitment: According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: • A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. • It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective Measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. Purpose & Importance of Recruitment: • Attract and encourage...
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...Chapter 1 - Why is staffing important? - Staffing for competitive advantage – employees affect the CA Staffing therefore plays a central role in creating and enhancing any organization’s competitive advantage - What is strategic staffing? Future-oriented and goal-directed ways, support business strategy and enhance organizational effectiveness. Into, thru, out. - Traditional staffing: reactive, no improvement; Strategic – aligned - Seven components of strategic staffing: workforce planning, sourcing, recruiting, selecting, acquiring, deploying, retaining - Primary staffing goal is to match the competencies, styles, values, and traits of job candidates with the requirements of the organization and its jobs. Chapter 2 - Resource-based view of the company - Focuses attention on the quality of the skills (more intelligent and flexible than their competitors; exhibit superior levels of cooperation and operation) of a company’s workforce at various levels, and on the quality of the motivational climate created by management. - Five Requirements of a Competitive Advantage: Resource must be valuable, rare, not easily imitated or replaced, company must be organized to exploit resource. - Competitive advantage – edge over rivals; no competition, no rivals. Give customers superior value for their money (quality, service, price) - Business strategy – how to compete? Cost leadership (operational excellence), differentiation (product innovation), specialization (customer intimacy)...
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...Planning * MACRO HRP * Assessing & forecasting demand for & availability of skills at national / global level * Predict the kinds of skills that will be required in future & compare these with what is / will be available in the country * MICRO HRP * Process of forecasting demand for & supply of HR for specific organization * HRP Process - Determination of Quantity of Personnel Organisational Objectives HR Programming HR Needs Forecast HR Supply Forecast HRP Implementation Control & Evaluation Surplus - Restricted Hiring, Lay Off, VRS, Reduced Hours Shortage - Recruitment & Selection * Organizational Objectives & Policies involves: * Downsizing / Expansion * Acquisition / Merger / Sell-out * Technology upgrade/ Automation * New Markets & New Products * External Vs Internal hiring * Training & Re-training * Union Constraints * HR Need Forecast Process of estimating future quantity and quality of manpower required for an organization. * HR need forecasting involves: 1. How many people need to be working and in what jobs to implement organizational strategies and attain organizational objectives. 2. Involves forecasting HR needs based on organizational...
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...Abstract ACI Limited is one of Bangladesh’s largest conglomerates that commits to enrich the quality of life of people through responsible application of knowledge, skills and technology for the last 20 years. Though typically identified as a pharmaceutical company, ACI’s FMCG sector has been gaining popularity among the people of Bangladesh with its well known products like ACI Pure Salt, Savlon etc. It is the human resource who has maximized the success of the company. Recruitment and selection practices are the key factors to the entry point of human resources which ensures the success and growth of an organization. In this study the detail chain and sequence of activities pertaining to recruitment and selection of different level of management and non-management employable candidates has identified through literature review of the documents of ACI HR and from experience of working in the HR department of ACI and personal observation of the process. This case study maybe useful to ACI to identify its loopholes and may allow it to practice good recruitment and selection process that could help the company to get suitable candidate and also helpful for researcher to do more research on recruitment and selection process. Keywords: ACI Limited, recruitment and selection, FMCG Company CHAPTER I: INTRODUCTION 1.1 Recruitment & Selection in Bangladesh Recruitment and selection process is the function of human resource management which brings the...
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