Internal Recruitment - Research Paper Example

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