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An in-depth analysis of internal recruitment, including its advantages, methods, planning, and recruitment sources. It covers closed, open, and hybrid recruitment strategies, the role of mobility paths and policies, and various recruitment sources such as intranet, nominations, replacement and succession plans, and talent management systems. It also discusses the importance of communication messages and applicant reactions.
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Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Staffing System and Retention Management Support Activities Legal compliance Planning Job analysis Core Staffing Activities Recruitment: External, internal Selection: Measurement, external, internal Employment: Decision making, final match Organization Mission Goals and Objectives Staffing Organizations Model 4 - 2 2
Advantages of Internal Recruitment
1 - Mobility path: depict the path of mobility between jobs. Hierarchical mobility paths Upward mobility in the organization. Alternative mobility paths Up, down, and side to side. 2 - Mobility policies: cover the operational requirements needed to move between jobs. Development: employees are likely to see a well- articulated and well- executed mobility path policy as fair. A poorly developed policy is likely to lead to employees claims of favoritism and discrimination. Eligibility criteria: listing of the criteria by which the organization will decide who is eligible to be considered for a vacancy in a mobility path.
1 - Closed Recruitment
Who oversee placement in the HR department. line managers with vacancies. Contacted employees.
3 - Hybrid system
Strategy Development Recruitment Sources Recruitment Sources 1 - Job posting: advertisement 2 - Intranet: organization internal email. 3 - Nominations: internal candidate can be solicited from
Strategy Development Recruitment Sources 4 - In-house temporary pools: It has many advantages: employees require less orientation to the organization. Employer doesn’t have to pay an hourly fee to recruitment agency, and the cost saving can be applied to higher levels of compensation and benefits. Easier for an organization to ensure the quality and person/ organization fit for employee.