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Internal Recruitment: Strategies, Sources, and Metrics, Lecture notes of Decision Making

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.

Typology: Lecture notes

2021/2022

Uploaded on 09/27/2022

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Internal recruitment
CH- 6
Presented by: Kamelia Gulam
HUR-332
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Download Internal Recruitment: Strategies, Sources, and Metrics and more Lecture notes Decision Making in PDF only on Docsity!

Internal recruitment

CH- 6

Presented by: Kamelia Gulam

HUR- 332

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

Internal recruitment

• Internal recruitment is the process of

identifying and attracting current employees

for open jobs.

Advantages of Internal Recruitment

1. The employees already know the organization’s

culture.

2. No cost and less time consuming

3. They need less training.

4. They have Strong relationship with coworkers.

5. Motivates others of hard work to get high positions.

6. Easy to pick best talents within an organization very

quickly

7. Long stay with the company when promoted to high

position.

Methods of Internal Recruitment

    1. Internal Advertisements ( emails, newsletters, forms )
    1. Word of Mouth
    1. Promotions
    1. Internal Employee Referrals
    1. Retired Employees for temporary or contract

positions.

    1. Present temporary/contract employees to permanent

positions

    1. Former employees for part time/freelancer/work at

home.

Internal recruitment

• Recruitment planning.

• Strategy development.

Recruitment planning

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.

Recruitment planning

  • 2 - Administrative issues:

 A requisition is a formal document that authorizes the

filling of a job opening indicated by signatures of top

managements. Documenting that consistent business

related policies are followed for internal mobility also

helps ensure that the system is legally defensible.

 Coordination : internal and external professionals must

work together with the line manager to coordinate

efforts before the search for candidates begins.

Strategy Development

1 - Closed Recruitment

  • Definition : Employees are not informed of job vacancies.
  • The only people made aware of promotion or transfer

opportunities are:

 Who oversee placement in the HR department.  line managers with vacancies.  Contacted employees.

  • Advantages: efficient, few steps to follow, less cost &time.
  • Disadvantages: It depends on the information that are in the employees’ files, if the files are inaccurate qualified employees may be overlooked. So, employees’ talents are covered.

Strategy Development

Strategy Development

Strategy Development

3 - Hybrid system

  • Definition
    • Jobs are posted, and the HR department conducts a search ,both systems are used to cast as wide a net as possible
  • Advantages
    • Thorough search is conducted.
    • People have equal opportunity to apply for postings.
    • Hidden talent is uncovered.
  • Disadvantages
    • Very time-consuming and costly process.

Strategy Development Recruitment Sources Recruitment Sources 1 - Job posting: advertisement 2 - Intranet: organization internal email. 3 - Nominations: internal candidate can be solicited from

supervisors and beers, these individual are an excellent

source of names of internal candidates, as they are familiar

with what is required to be successful in the position.

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.