...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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...RECRUITMENT MATRIX HCS 341 September 12, 2011 RECRUITMENT MATRIX |Recruitment Strategy or Method |External or Internal |Appropriateness for Health Care | |Referrals from current | | | |employees |Referrals from current employees can |Recruiting by means of current employees is| | |involve candidates within the organization |a practical and appropriate strategy for | |Referrals from current employees help with |or outside. Hiring employees referred from|healthcare because human resources can use | |the recruitment process in positive ways. |a current employee outside the organization|the current employee as a reference check. | |Current employee referral programs provide |can have a positive impact for an |Current employees who recruit a candidate | |an incentive for current employees to bring|organization. One of the positive impacts |may have worked with the individual in a | |in reliable candidates (Gomez-Mejia et al.,|includes retaining a long-term employee who|previous job or may be someone they are | |Chapter 5, 2010). The current employee |has a positive outlook about the company |involved with on a professional level. The| |could be eligible for a recruitment bonus, |from the current employee (Gomez-Mejia...
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...Recruitment Methods and Strategies Michael Obesso Saint Leo University Abstract This paper discusses recruitment methods and strategies and demonstrates how beneficial it is for a company when recruiting is done right. This paper discusses techniques used by recruiters to find job candidates to include modern, internal and external methods of recruiting. Additionally this paper looks at strategies companies use to attract possible candidates. Strategies discussed consist of inviting candidates to events, showing candidates you want them, looking for talent in unlikely places, and using social networking sites. Recruitment Methods and Strategies Recruitment is an essential part of any business, and it pays to do it properly. When companies choose the right people for the job, treat them appropriately and train them well, these people will tend to stay with the company longer and produce exceptional results. In such conditions, the organization’s initial and continuing investment in them is well rewarded. Recruitment is a process of locating and employing the best-qualified candidate for a job, in a cost- effective and timely manner. Recruitment consists of analyzing the requirements of a job, drawing employees to that job, screening and selecting applicants, hiring, and incorporating the new employee to the organization. Traditional Recruiting Methods Even with the fast pace of change in HR methods, most classic recruiting methods still play an important role in...
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...- AN HR must-know activities - Provides new employees; New ideas to the organization HUMAN RESOURCE PLANNING (HRP) Before putting up or before conducting a recruitment and selection process, the first step that an Hr must do is planning. HRP is a both a process and set of plans. It is how the organizations asses the future supply and demand for human resources. Human Resource Planning determines the number and type of employees to be recruited into the organization. • WHY conduct HR PLANNING? 1. For more effective and efficient use of human resources 2. For more satisfied and better developed employees • HR Planning Process (4 Distinct Phases or stages) 1. Situation Analysis and environmental Scanning. The strategic plan must adapt to environmental circumstances, and HRM is one of the primary mechanisms that an organization can use during the adaptation process. Without an effective HR plan to support the recruitment and selection functions in the organization, it will be impossible to move fast enough to stay competitive. 2. Forecasting Demand for Employees This is estimating not only how many but also what kinds of employees will be needed. Forecasting yields advanced estimates or calculations of organization’s staffing requirements. 3. Analyzing the Current Supply of Employees/ Inventory of Manpower. This is to determine how many and what kinds of employees the company currently has in terms...
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...planning Strategic Planning Process * Step 1: Identifying the organization’s current mission, goals, and strategies * Step 2: Conducting an external analysis * Step 3: Conducting an internal analysis * Step 4: Formulating strategies * Step 5: Implementing strategies * Step 6: Evaluating strategies Human Resource Planning * HR Planning: is the process for analyzing and identifying the needs for and availability of HR required for the organization to meet its objectives. * HRP Responsibilities: Top HR executive and subordinates gather information from other managers to use in the development of HR projections for top management to use in strategic planning and setting organizational goals. HR Planning Process * Scanning external environment for changes affecting labor supply * Internal analysis of people and jobs * Forecasting HR demand & supply * Reconciling Demand & supply * Scanning external environment: * Workforce composition (Gender, racial, educational changes.....) * Work pattern (Use of contingent workers, alternative work schedule, sharing jobs..) * Government influences (Govt. trade policies and restrictions affect HRP) * Economic conditions (Business cycle of recession and boom, inflation, unemployment,........) * Scanning external environment: * Geographic and competitive concerns (Other employers in the area, employee resistance to geographical...
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...Analysis: Recruitment Strategy INTRODUCTION With the increasing demand for talent, it is becoming increasingly difficult to source proficient human resources. This report provides a rationale and justification for the recruitment strategy developed for the position of Dispute Resolution Officer with Suncorp Metway Insurance Limited (Suncorp). This report will explore the organisation and job context, and the specific recruitment strategy recommended. The proposed recruitment strategy will be analysed with reference the organisational context and the influence this has had on the nominated strategy; arguments developed through academic & empirical literature and the five principles of selection will also be applied. The Organisation: Suncorp Metway Insurance (Suncorp) is an international organisation with numerous operations throughout Australia and New Zealand. Operating within an increasingly competitive market, Suncorp has taken steps to ensure its competitive advantage is maintained through a strong emphasis on customer service and cost efficiency. In addition to its market reputation of reliability and being an insurer of choice, the Company has sought to sustain a career orientated workforce, and thereby uphold its commitment to customer service through employee experience and expertise. As discussed in the Organisational Analysis [Appendix 1], one of the key selling points used to attract external candidates to Suncorp is its emphasis on internal recruitment...
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...A Case Study on Internal or External Recruiting 1. Objectives of the Case Study The number of managerial positions is limited in most organizations, and employers fill those limited positions with either internal hires or external recruits. This external-versus internal- hiring decision is important, because managerial capability is a critical determinant of the profitability of an organization. In this case study of Powernet, our objectives are to: * Analyse the issues related to recruitment in Powernet Inc. * Make recommendation in order to face the coming up situation with the retirement of middle management employees. 2. Document Review 2.1. Industrial Organizational Psychology Industrial and organizational psychology is the scientific study of human behavior in the workplace. I-O psychologists contribute to an organization's success by improving the performance, satisfaction, safety, health and well-being of its employees. An I–O psychologist conducts research on employee behaviors and attitudes, and how these can be improved through hiring practices, training programs, feedback, and management systems. I–O psychologists also help organizations transition among periods of change and development. 2.2. Key areas of I/O Psychology * Training & Development * Employee Selection * Ergonomics * Performance Management * Work Life * Organizational Development 2.3. Various branches in Psychology * Abnormal Psychology ...
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...HUMAN RESOURCE PLANNING The nature of HR planning • Hard dimension – quantitative analysis of employment issues. Soft dimension – creating and shaping the culture – which looks at integrating corporate culture and; employee belief and behavior (Marchington and Wilkinson, 1996) The aims of HR planning Aim is basically to obtain and retain the people in terms of quantity and quality by: • Anticipating problems • Developing a well training and flexible workforce • Acquiring the capability to reduce the organizations dependence on external recruitment The stages of HR planning CORPORATE PLAN HR Plan Demand Supply Internal Auditing Forecasting Forecasting External Auditing Labour Surplus Or Labour Deficit Action Plan Evaluation Analysing utilization • Manpower inventory • Due to pressure of reducing cost, improving quality, measuring/analyzing & improving performance, innovative job design and reward system Forecasting demand • Involves reviewing and estimating HR requirements in terms of quantity and type of employees by referring to corporate plans, forecasting output requirements and projected productivity changes. • Staffing required both for short-term and long term operational...
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...Assignment Week 4: Recruitment and Staffing American Public University System Abstract Human Resource Management have wide roles in organizations, and depending on the organization they may have overlapping responsibilities or they could have specific Human Resource management roles. A few of these functions are staffing, development of workplace policies, compensation and benefits administration, retention, training and development, and dealing with laws affecting employment and worker protection. The function of staffing focuses the acquisition, deployment, and retention of the organization’s workforce, and according to Heneman, Judge, & John D. Kammeyer-Mueller, (2012, p. 6) is “arguably the most critical function underlying organizational effectiveness, because “the people make the place,” because labor costs are often the highest organizational cost, and because poor hiring decisions are not easily undone”. Thus, the primary purpose of this paper is to discuss (a) what comprises a job description, the planning that goes into defining a job, (b) advantages of external recruiting, and (c) discuss which recruiting methods organization’s with low turnover rates prefer. Keywords: Job description, recruiting methods and external recruiting advantages Assignment Week 4: Recruitment and Staffing Define what comprises a job description, and what planning must go into defining a job? Heneman, Judge, & John D. Kammeyer-Mueller, (2012, p. 164) state that while...
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...of a baker. Furthermore, this report will discuss in finding the suitable ways to attract a pool of qualified job applicants for the jobs either internal or external of the organisation, how to create a job and explaining how the strategic selection can be applied to select the best candidate for a baker by applying to within the practical context of bakery. Recruitment strategies are reported including the varieties of methods is used and showing the advantages and disadvantages. In conclusion, the report will finalise and recommend which recruitment method is best applied to bakery context as well as, why these methods are suitable and how the strategic selection can be applied to select the best candidate. This information will be presented individually under subheadings as a formal report. Specific information resources came from textbooks, journal articles and online resources such as eBook and internet. Table of Contents Executive Summary………………………………………………….………1 1. Introduction3 1.1 Authorisation 1.2 Limitations 1.3 Scope the report……………………………………………………………… 2. Job Analysis 2.1 Use of Job Analysis…………………………………………………...……… 2.2 Job Description and Job Specification…………………………………….. 2.3 Collect Job Analysis Information 3. Recruitment 3.1 Attract Qualified Job Candidates 3.2 Traditional vs. Contemporary Recruitment methods 4. Strategic Selection 4.1 Selection Methods 4.2 Selection Decision 5. Conclusion List of...
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...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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...Human Resources Management RECRUITMENT, SELECTION, AND RETENTION I The Hiring Process I Recruiters and Headhunters I Recruitment I Selection I Common Hiring Mistakes The Hiring Process 1. Job Description I I I I What job are you hiring for? Define the Job Identify essential job duties (ADA compliance) Describe job responsibilities, duties, authority, place on organization chart, resources, etc. Identify the KSAs required of jobholders Identify “nice to have” additional qualifications of jobholders 2. Job Specifications I I 3. 4. 5. 6. Recruitment Process Selection Process Hire Socialization Process GOAL OF RECRUITMENT Attract qualified applicants and provide enough information for un-qualified applicants to de-select themselves, in a cost effective manner, while pursuing appropriate diversity / affirmative action objectives. Constraints: – – – – – – – – image of the organization attractiveness of the job and career internal HR policies (e.g. promotion from within) EEO legislation costs of recruitment pay and benefits location working conditions RECRUITING SOURCES I Internal Search – – promotions inter-organizational job markets I Referrals from Current Employees External Search: – – – – – – – – I Advertisements Recruitment and Selection Firms Public employment services Executive Search Firms (Headhunters) Colleges and Schools Professional Organizations (e.g. SHRM) Walk-ins Internet RECRUITING COSTS I College...
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...other reason for the difficulties would be that the individuals that are available for the job are going to lessen due to the expansion in professional and managerial positions. I developed an action plan for the hiring of employees for Tanglewood. By examining the Markov Analysis information the estimated external hires in the next year will be 3,995. There are a few ways that will ensure that Tanglewood will have all the staff needed to meet the projected staffing levels. I recommend that we use different forms of staffing, such as temporary hires or promoting within the company. By doing the following options, the store will accomplish the needed staff for the next year. Female employees at Tanglewoods seems to be out of line with the available workforce. The pattern suggests to availability of females has higher percentage than the actual female incumbency. The goals are not meeting the expectations that are set into place. The company should used specific strategies to change the recruiting and promotion practices. However it isn’t realistic to try to obtain the affirmative action goals in the first year. There are pros and cons to using internal vs. external hiring to rectify the problems with gender and ethnicity...
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...1.0 Identify the effective and ineffective job advertisements. Effective Job Advertisements Figure 1 Figure 2 Figure 1 and 2 which I had selected as the effective job advertisement. Based on Figure1, job advertisement is from Unifortune Holdings Sdn Bhd, they are hiring complex manager, facility manager, chargeman and senior/junior contract executive. On the other hand, Figure 2 is from MISC Intergrated Logistics Sdn Bhd which looking for manager of business development, manager of warehouse and inland distribution, executive of warehouse operations and executive sales and marketing. Attention Attention is the banner or interesting tittle that able to attract the attention of the job seekers. (SmallBusiness, 2014) In order to establish an effective job advertisement, a strong, interesting, relevant, suitable tittle is needed to attract job seekers’ attention. According to the example above, from the figure 1 (Unifortune Holdings Sdb Bhd), they mentioned that they are seeking for highly committed, motivated and dedicated individual with high level of integrity to join the organization. They use short and concise sentences that are easy to read. So, this job advertisement is getting the attention from job seekers. Furthermore, starter of the figure 2 (MISC Integrated Logistics Sdb Bhd), “Move your carrer into a position to succeed with MISC Integrated Logistics Sdn Bhd’’ this starter get the attention of job seekers because it’s able to make job seekers confidence and...
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...of assigning, budgeting, and reporting the cost of human resources incurred in an organization, including wages and salaries and training expenses. Human Resource Accounting is the activity of knowing the cost invested for employees towards their recruitment, training them, payment of salaries & other benefits paid and in return knowing their contribution to organisation towards it's profitability. Contemporary Issues •Human Resource Audit ◦Objectives and benefits of Human Resource Auditing ◦Human Resource Auditing Process •Human Resource Accounting ◦Methods of Human Resource Accounting •Human Resource Information Systems •Outsourcing and Crowdsourcing •Employer Brand •Temping or Temporary Staffing •Attrition •Call centers •Exit interviews •Stress Management •Balanced scorecard •Competency mapping •Human Resource Benchmarking •Employee absenteeism The American Accounting Association’s Committee on Human Resource Accounting (1973) has defined Human Resource Accounting as “the process of identifying and measuring data about human resources and communicating this information to interested parties”. HRA, thus, not only involves measurement of all the costs/ investments associated with the recruitment, placement, training and development of employees, but also the quantification of the economic value of the people in an organisation. Flamholtz (1971) too has offered a similar definition for HRA. They define HRA as “the measurement and reporting...
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