Internal Recruitment - Research Paper Example

Comments (0) Cite this document
Introduction Basically, internal recruitment can be a positive force in supporting employee morale and retention. In order to achieve this feat, it is imperative for the organization to have a clear policy about internal recruitment. As such, this paper seeks to discuss some of the factors that characterise an effective internal transfer and promotion policy…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER93.8% of users find it useful
Internal Recruitment
Read TextPreview

Extract of sample "Internal Recruitment"

Download file to see previous pages This policy is mainly concerned about promotions where the current employees can be elevated to higher positions on the basis of factors such as merit as well as experience in that particular field. Performance reviews will be used to formulate such policy and the final decisions can only be made by senior management within the organization. Discussion of the characteristics that make such a policy effective There are various characteristics that make such a policy effective. A policy that has been formulated on the basis of impartiality is likely to succeed if carefully implemented in the organization. This entails that all promotions should be done without fear or favour and the results are likely to satisfy the needs of all the employees in the organization. In order to do this, the strategy of carrying out a job analysis should be carried out first before promoting the employees. Basically, a job analysis is described as a step by step process of obtaining information about a job that is done through identifying the skills, duties and knowledge required for taking that job in the company organisation (Grobler, 2006). When this information is available, informed decisions about promoting the right candidates are likely to be made in the company. This also helps the management to make a good job description that can suit the experience as well as qualifications of the employees within the organization who can be considered for promotion. According to Carell (1995), the most important rule when carrying out a recruitment exercise is that from time to time, the human resources management should always strive to attract job candidates with the required competencies and traits in order to be in a better position to perform the required tasks. The other characteristic that makes such a policy effective is that it should be based on talent inventory which is described as a database that contains the information about the pool of current employees (Werner, Schuler & Jackson, 2012). Talent inventories usually include information such as employees’ names, prior job experiences, performance and compensation histories as well as demonstrated performances. This is a very effective way of monitoring talent among the employees in the organization. This also helps the company to make informed decisions when elevating other employees to senior or higher position. Experience and previous performance are two very important factors that ought to be taken into consideration when making a decision about promoting certain individuals in the organization. This is effective in that employees who are selected internally have the knowledge about what is expected from them since they have been working in the company. Impact on employee engagement and retention There are several benefits that can be achieved from implementing an internal transfer and promotion policy in the organization. Of the several advantages of internal recruitment within a company, it can be noted that an increase in morale among the employees is one of the major one. In most cases, promotion often comes with other related benefits and these motivate employees to put optimum effort in their performance which also significantly helps to retain them. Happy employees in the ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(“Internal Recruitment Research Paper Example | Topics and Well Written Essays - 1000 words”, n.d.)
Internal Recruitment Research Paper Example | Topics and Well Written Essays - 1000 words. Retrieved from
(Internal Recruitment Research Paper Example | Topics and Well Written Essays - 1000 Words)
Internal Recruitment Research Paper Example | Topics and Well Written Essays - 1000 Words.
“Internal Recruitment Research Paper Example | Topics and Well Written Essays - 1000 Words”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Internal Recruitment


...?The impact and implications of recruitment on the effective management of workforce “Recruitment is the modus operandi of engaging, screening and recruiting a knowledgeable, capable and competent person for a job at a company or for a vacancy in a volunteer-based organization” (Job Search Techniques, 2011). Recruitment is becoming more and more critical with the passage of time as the business environment is becoming increasingly dynamic. In order to gain maximum benefit, many organizations have resorted to the services of recruitment agencies. The recruitment agencies are generally referred to as the employment agencies and essentially...
2 Pages(500 words)Essay

Internal Recruitment Case Study

...?Internal Recruitment (Compare Two Work With References) Introduction Recruiting competent people is of utmost importance for every organisation in present days’ amplified international competition. Inappropriate employees not only provide less input in organisations’ success, but also can damage the performance of organisations. Therefore, organisations require a better recruitment method which can help to gain appropriate employees in keeping with the requirement of organisation. A good recruitment procedure lets organisations to draw appropriate applicants and then to make good forecasts about the possible fit between specific...
8 Pages(2000 words)Case Study


...will have to use their internal management abilities to apply universal concepts within exact organizational settings; recruitment has the main purpose of providing a pool of potentially competent job applicants. Researchers argue that recruitment models do not exist in seclusion. Present inducements to create them depend on the probabilistic prediction of future vicious circle and scientific developments of accurate management alternatives (Martin & Jackson 2005, p. 90). Good recruitment models significantly enhance the capability of managers to make well-versed policy decisions. There are various categories of recruitment models; for instance, there is...
8 Pages(2000 words)Essay

Strengths and Weaknesses of Internal and External Recruitment

...Compare the relative strengths and weaknesses of internal and external recruitment Recruitment is the process of identifying the organization’s needs, ending at the point when an application from a prospective candidate for the position arrives at the organization. Ideally, this has to be achieved at the lowest possible cost. This process begins when new recruits are sought, and ends when applicants have submitted application forms or resumes. The result is a pool of job seekers from which the organization selects the most qualified. Selection then consists of the processes involved in choosing from hopeful applicants, a suitable candidate to fill the post. Training...
11 Pages(2750 words)Essay

Provide an insight into the relative strengths and weaknesses of internal and external recruitment

...PROVIDE AN INSIGHT INTO THE RELATIVE STRENGTHS AND WEAKNESSES OF INTERNAL AND EXTERNAL RECRUITMENT BY SUBMISSION The human resource management function, recruitment, is one of the main activities that influences significantly on the performance of an organization. Obtain and keeping high-class talent is important to an organization’s success. As the job market becomes more and more aggressive and the existing skills grow more diverse, recruiters are required to be more selective in their choices, since poor recruiting decisions can result in long-standing harmful effects (Ahmad and Schroeder, 2002). Recruitment is defined as the set of activities and processes used to legally get hold of an adequate number of qualified individuals... at the...
8 Pages(2000 words)Essay

External vs. Internal Recruitment

...Recruitment Table of Contents Introduction 3 Recruitment Process 3 Internal Recruitment 4 External Recruitment 6 Conclusion 7 References 9 Introduction Competitive business scenario has made it imperative for the business organization to focus on recruitment. Recruitment has gained more importance than any other process because the industrial fraternity has realized that people are the key to success. Recruitment process is a subset of the human resource management. Most of the successful organizations today, have their own recruitment policies. According to experts the purpose of...
5 Pages(1250 words)Essay


...Recruitment Question It is important for employers to be transparent when it comes to exemplification of duties their employees are supposed to carryout on a daily basis. This strategy will ensure that employees are not falling on the trap of either underrating or overrating the tasks at hand, which interferes with productivity. The approach of presenting the applicants with both negative and positive information regarding a particular job is effective to both the employer and the applicant. The employer stands to benefit since he can count on a low turnover rate, while the applicant goes to employment having in mind what exactly the job stipulation is. Employers will not have to take drastic measures aimed at increasing...
2 Pages(500 words)Essay

Human resources internal and external recruitment

...Internal and External Recruitment Task Introduction Recruitment is a process of choosing the best applicant in a group from inside or outside a business organization for a job vacancy. Internal recruitment is employing persons from inside the organization to acquire the vacancies left in an organization. Conversely, external recruitment is employing outside persons to fill job vacancies in an organization. This unit describes the inner and outside recruitment and identifies their significance in an organization (Byrnes, 2009). Internal Recruitment The internal recruitment needs support from other management departments to avoid disappointment among the managers and employees (Byrnes, 2009). An example of an internal recruitment... is that if...
1 Pages(250 words)Essay

Internal and external recruitment

...Issues in Internal and External Recruitment: High Rate of Employee Turnover Introduction 1 Internal and External Recruitment Internal Recruitment is concerned with hiring employees within the organization. In most organization, internet recruitment is conducted as it is more sensible to hire those employees of which one already has an idea about. Employers are usually aware of the performance of their employees and in this way, they allocate designations to their current employee of which they are aware of. Internal recruitment increases productivity because the known employees are hired...
11 Pages(2750 words)Essay

Cost and Benefits of Internal Recruitment for ACE Media Group

...Cost and Benefits of Internal Recruitment for ACE Media Group Cost and Benefits of Internal Recruitment for ACE Media Group There are several benefits and costs associated with internal and external recruitment. Internal recruiting for the position of a director has several benefits. First, it would serve to boost the morale of the employee promoted to the position of a director. Therefore, the endorsed employee would be much more productive and dedicated to achieving the objectives of the organization. ACE Media Group will also save training and recruitment costs as the employee...
1 Pages(250 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Research Paper on topic Internal Recruitment for FREE!

Contact Us