internal recruitment hr-302 class-5. organization strategy hr and staffing strategy staffing...
TRANSCRIPT
![Page 1: Internal recruitment HR-302 Class-5. Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Staffing System and Retention Management](https://reader036.vdocument.in/reader036/viewer/2022082711/56649ebb5503460f94bc4070/html5/thumbnails/1.jpg)
Internal recruitment
HR-302Class-5
![Page 2: Internal recruitment HR-302 Class-5. Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Staffing System and Retention Management](https://reader036.vdocument.in/reader036/viewer/2022082711/56649ebb5503460f94bc4070/html5/thumbnails/2.jpg)
Organization StrategyOrganization Strategy HR and Staffing StrategyHR and Staffing Strategy
Staffing Policies and Programs
Staffing System and Retention Management
Support ActivitiesLegal compliance
Planning
Job analysis
Core Staffing ActivitiesRecruitment: External, internal
Selection:Measurement, external, internalEmployment:Decision making, final match
OrganizationMission
Goals and Objectives
Staffing Organizations Model
4-2
![Page 3: Internal recruitment HR-302 Class-5. Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Staffing System and Retention Management](https://reader036.vdocument.in/reader036/viewer/2022082711/56649ebb5503460f94bc4070/html5/thumbnails/3.jpg)
Internal recruitment
• Internal recruitment is the process of identifying and attracting current employees for open jobs.
• Internal recruitment advantages :1- the employees already know the organization’s culture.2- they need less training.3- they have relationship with coworkers.
![Page 4: Internal recruitment HR-302 Class-5. Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Staffing System and Retention Management](https://reader036.vdocument.in/reader036/viewer/2022082711/56649ebb5503460f94bc4070/html5/thumbnails/4.jpg)
Internal recruitment
• Recruitment planning.• Strategy development.
![Page 5: Internal recruitment HR-302 Class-5. Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Staffing System and Retention Management](https://reader036.vdocument.in/reader036/viewer/2022082711/56649ebb5503460f94bc4070/html5/thumbnails/5.jpg)
Recruitment planning
Before identifying and attracting internal applicants to vacant jobs some attention must be directed to some issues.• 1- Organization Issues: organization must create a structured set of jobs for their employees and paths of mobility for them to follow as they advance in their career. To do this organization create internal labor market.
• Internal labor market have two components: 1-Mobility path2- Mobility policies
![Page 6: Internal recruitment HR-302 Class-5. Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Staffing System and Retention Management](https://reader036.vdocument.in/reader036/viewer/2022082711/56649ebb5503460f94bc4070/html5/thumbnails/6.jpg)
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.
![Page 7: Internal recruitment HR-302 Class-5. Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Staffing System and Retention Management](https://reader036.vdocument.in/reader036/viewer/2022082711/56649ebb5503460f94bc4070/html5/thumbnails/7.jpg)
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.
![Page 8: Internal recruitment HR-302 Class-5. Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Staffing System and Retention Management](https://reader036.vdocument.in/reader036/viewer/2022082711/56649ebb5503460f94bc4070/html5/thumbnails/8.jpg)
Recruitment planning Budget: the cost per hire in internal recruitment is not necessarily
less than the cost per hire for external recruitment. Recruitment guide: A formal document that details the process to
be followed to attract applicants to a vacant job. Timing:• Lead time concerns: the major difference between internal and
external recruitment is that internal recruitment not only fills vacancies but also create them.
• Time sequence concerns: Many organizations start with internal recruitment followed by external recruitment to fill a vacancy.
![Page 9: Internal recruitment HR-302 Class-5. Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Staffing System and Retention Management](https://reader036.vdocument.in/reader036/viewer/2022082711/56649ebb5503460f94bc4070/html5/thumbnails/9.jpg)
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.
![Page 10: Internal recruitment HR-302 Class-5. Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Staffing System and Retention Management](https://reader036.vdocument.in/reader036/viewer/2022082711/56649ebb5503460f94bc4070/html5/thumbnails/10.jpg)
Strategy Development
![Page 11: Internal recruitment HR-302 Class-5. Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Staffing System and Retention Management](https://reader036.vdocument.in/reader036/viewer/2022082711/56649ebb5503460f94bc4070/html5/thumbnails/11.jpg)
Strategy Development
2- Open Recruitment • Definition: Employees are made aware of job vacancies.• Advantages: Gives employees chance to measure their qualification. Helps minimize the possibility that supervisors will select
favorite employee. Hidden talent is uncovered.• Disadvantages: Create unwanted competition among employees for limited
opportunities. Time consuming.
![Page 12: Internal recruitment HR-302 Class-5. Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Staffing System and Retention Management](https://reader036.vdocument.in/reader036/viewer/2022082711/56649ebb5503460f94bc4070/html5/thumbnails/12.jpg)
Strategy Development
![Page 13: Internal recruitment HR-302 Class-5. Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Staffing System and Retention Management](https://reader036.vdocument.in/reader036/viewer/2022082711/56649ebb5503460f94bc4070/html5/thumbnails/13.jpg)
Strategy Development3- 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.