Internal recruitment HR302 Class5 Staffing Organizations Model Organization

Internal recruitment HR-302 Class-5

Staffing Organizations Model Organization Mission Goals and Objectives Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Support Activities Core Staffing Activities Legal compliance Planning Recruitment: Selection: Job analysis Employment: External, internal Measurement, external, internal Decision making, final match Staffing System and Retention Management 4 -2

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.

Internal recruitment • Recruitment planning. • Strategy development.

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 path 2 - Mobility policies

Recruitment planning 1 -Mobility path: depict the path of mobility between jobs. ü Hierarchical mobility paths ü Alternative mobility paths Upward mobility in the organization. Up, down, and side to side. 2 - Mobility policies: cover the operational requirements needed to move between jobs. ü Development: Development employees are likely to see a well- articulated and wellexecuted mobility path policy as fair. A poorly developed policy is likely to lead to employees claims of favoritism and discrimination. ü Eligibility criteria: 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: ü 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. ü Coordination: internal and external professionals must work together with the line manager to coordinate efforts before the search for candidates begins.

Recruitment planning ü Budget: Budget the cost per hire in internal recruitment is not necessarily less than the cost per hire for external recruitment. ü Recruitment guide: A formal document that details the process to be followed to attract applicants to a vacant job. ü 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.

Strategy Development 1 - Closed Recruitment • Definition : Employees are not informed of job vacancies. • The only people made aware of promotion or transfer opportunities are: ü Who oversee placement in the HR department. ü line managers with vacancies. ü 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 2 - Open Recruitment • Definition: Employees are made aware of job vacancies. • Advantages: ü Gives employees chance to measure their qualification. ü Helps minimize the possibility that supervisors will select favorite employee. ü Hidden talent is uncovered. • Disadvantages: ü Create unwanted competition among employees for limited opportunities. ü Time consuming.

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.