Recruitment and selection

%20is%20not%20experienced%20enough%20in%20the%20techniques%20of%20the%20job%20market%20analysis%20<http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/external-recruitment/job-market-analysis.html>%20and%20the%20money%20invested%20in%20the%20job%20brand%20name%20can%20be%20lost%20easily.the%20HRM%20Function%20has%20no%20proper%20arguments%20for%20the%20job%20advertisement%20campaigns,%20the%20HRM%20Function%20operates%20with%20a%20limited%20recruitment%20advertisement%20budget%20and%20the%20impact%20can%20be%20very%20low,%20which%20leads%20the%20organization%20to%20decide%20about%20canceling%20the%20job%20advertisement.%20In%20reality,%20the%20critical%20mass%20was%20not%20reached%20to%20make%20a%20huge%20impact%20on%20the%20job%20market.%20The%20HR%20Marketing%20has%20to%20be%20strengthened%20to%20deliver%20the%20right%20arguments%20to%20support%20the%20external%20recruitment%20process.organizations%20tend%20to%20spend%20their%20external%20job%20recruitment%20advertisement%20campaigns%20at%20the%20same%20time.%20As%20the%20budgets%20are%20limited,%20the%20impact%20and%20the%20success%20rate%20of%20the%20advertisement%20campaigns%20is%20limited.%20The%20HR%20Marketing%20and%20HRM%20Recruiters%20should%20find%20the%20best%20time%20to%20advertise%20the%20job%20vacancies%20with%20the%20organization.%20The%20organization%20should%20differ%20itself%20from%20the%20others%20on%20the%20job%20market%20to%20be%20the%20winner.successful%20recruitment%20process%20is%20also%20about%20targeting%20the%20right%20target%20group%20of%20the%20potential%20best%20job%20candidates.%20The%20HRM%20Function%20without%20a%20proper%20measurement%20can%20invest%20huge%20amounts%20of%20money%20to%20the%20recruitment%20channels,%20which%20do%20not%20work%20for%20the%20organization.%20The%20recruitment%20measurement%20<http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/external-recruitment/basic-external-recruitment-measures.html>%20can%20help%20a%20lot%20in%20targeting%20the%20job%20advertisement%20to%20attract%20the%20right%20potential.of%20the%20Recruitmentrecruitment%20process%20is%20not%20cheap%20for%20the%20organization.%20The%20HRM%20Function%20reports%20the%20cost%20of%20the%20external%20recruitment%20agencies,%20but%20the%20real%20cost%20of%20the%20recruitment%20process%20is%20more%20significant%20for%20the%20organization.visible%20cost%20of%20the%20external%20recruitment%20is%20about%20the%20invoices%20from%20the%20recruitment%20agencies%20and%20external%20job%20websites,%20but%20the%20internal%20damages%20and%20costs%20of%20the%20vacancy%20can%20be%20much%20higher%20to%20the%20organization.organization%20usually%20decides%20about%20the%20acceptable%20cost%20of%20the%20vacancy%20and%20it%20does%20not%20have%20to%20be%20expressed,%20but%20it%20can%20be%20tolerated.%20Many%20organizations%20decide%20to%20pay%20a%20lower%20salary%20and%20they%20accept%20the%20cost%20of%20the%20vacancy%20and%20the%20managers%20have%20to%20agree%20with%20that.organization%20makes%20a%20decision%20about%20the%20lost%20additional%20income%20each%20vacancy%20could%20produce.%20This%20is%20more%20easy%20for%20the%20sales%20function%20to%20have%20a%20clear%20view%20about%20the%20real%20damage%20made%20to%20the%20sales%20function,%20for%20the%20supporting%20staff%20the%20calculation%20is%20much%20heavier%20as%20the%20other%20members%20of%20the%20team%20can%20produce%20almost%20the%20same%20result.%20The%20most%20visible%20damage%20is%20the%20error%20rate%20of%20the%20team.organization%20decides%20by%20the%20proper%20setting%20of%20the%20compensation%20policy%20about%20the%20potential%20cost%20of%20the%20recruitment.%20The%20organization%20makes%20a%20decision%20between%20the%20visible%20cost%20of%20the%20external%20recruitment%20and%20invisible%20costs%20of%20the%20vacancy%20in%20the%20organization.Recruitment%20Benefitsinternal%20recruitment%20process%20has%20a%20lot%20of%20benefits%20and%20it%20is%20always%20difficult%20to%20decide%20whether%20to%20use%20internal%20or%20external%20recruitment%20process%20<http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/internal-or-external-recruitment.html>.%20The%20internal%20recruitment%20is%20a%20right%20recruitment%20process%20for%20the%20large%20organization,%20which%20promote%20friendliness%20in%20their%20corporate%20culture.corporate%20culture%20<http://hrmadvice.com/hrmadvice/hr-strategy/corporate-culture.html>,%20which%20supports%20the%20employees%20to%20look%20for%20the%20opportunities%20in%20the%20organization,%20is%20well%20designed%20for%20the%20internal%20recruitment%20process%20and%20the%20process%20can%20be%20a%20big%20benefit%20for%20the%20organization.%20The%20corporate%20culture,%20which%20is%20focused%20on%20a%20strong%20competition%20among%20employees%20and%20with%20the%20external%20environment,%20this%20corporate%20culture%20does%20not%20support%20the%20internal%20recruitment%20process.corporate%20culture%20should%20drive%20the%20decision%20process.%20In%20case%20of%20two%20candidates%20for%20the%20position,%20the%20corporate%20culture%20should%20navigate%20the%20HRM%20Function%20and%20the%20hiring%20manager%20to%20decide%20correctly%20about%20the%20winning%20job%20candidate.%20The%20corporate%20culture%20has%20to%20provide%20a%20guidance%20for%20the%20last%20decision%20about%20the%20winning%20candidate.cost%20side%20is%20a%20clear%20internal%20recruitment%20benefit.%20The%20internal%20recruitment%20can%20be%20quicker%20and%20cheaper%20than%20the%20external%20recruitment.%20The%20employee%20who%20works%20with%20the%20organization%20usually%20does%20not%20ask%20a%20huge%20salary%20and%20is%20available%20for%20a%20transfer%20much%20quicker.internal%20recruitment%20benefit%20is%20a%20smaller%20pressure%20for%20the%20compensation%20and%20benefits.%20The%20moving%20employees%20get%20promoted%20and%20they%20do%20not%20press%20for%20a%20higher%20salary%20for%20just%20being%20with%20the%20organization.Recruitment%20Process%20WeaknessesInternal%20Recruitment%20Process%20does%20not%20have%20just%20benefits,%20this%20process%20has%20some%20disadvantages%20as%20well.%20The%20Internal%20Recruitment%20Process%20is%20a%20very%20powerful%20tool,%20but%20it%20can%20be%20misused%20in%20hands%20of%20some%20employees%20and%20managers.Internal%20Recruitment%20Process%20is%20not%20a%20process%20to%20steal%20the%20best%20employees%20from%20their%20departments.%20These%20employees%20should%20be%20treated%20as%20a%20very%20scarce%20resource%20and%20the%20internal%20recruitment%20procedures%20should%20work%20differently%20for%20them.managers%20use%20the%20internal%20recruitment%20process%20as%20a%20tool%20to%20transfer%20their%20own%20issues%20to%20the%20other%20departments.%20This%20is%20very%20dangerous%20as%20other%20managers%20will%20not%20trust%20the%20internal%20recruitment%20process%20and%20will%20block%20the%20ambitions%20of%20employees%20to%20be%20transferred.employees%20can%20misuse%20the%20internal%20recruitment%20process,%20when%20there%20are%20no%20clear%20rules%20and%20procedures%20applied.%20The%20organization%20can%20support%20internal%20rotations%20of%20employees,%20but%20the%20rules%20must%20be%20clear%20about%20the%20length%20of%20the%20stay%20of%20the%20employee%20in%20one%20department.employee%20can%20enjoy%20the%20benefit%20of%20quick%20internal%20job%20hopping%20and%20the%20results%20achieved%20are%20very%20difficult%20to%20be%20recognized%20by%20the%20organization.%20No%20manager%20is%20able%20to%20make%20a%20full%20performance%20appraisal%20as%20the%20whole%20year%20in%20one%20department%20is%20unique%20then.%20The%20employee%20is%20just%20focused%20on%20his%20or%20her%20promotion%20in%20the%20organization%20and%20the%20salary%20can%20be%20increased%20in%20every%20step.internal%20recruitment%20can%20be%20sometimes%20taken%20as%20an%20obligatory%20option%20by%20the%20organization.%20The%20employees%20suppose%20to%20be%20first%20in%20the%20queue%20before%20any%20applicant%20from%20the%20external%20job%20market.%20But%20this%20approach%20is%20very%20dangerous%20for%20the%20organization.%20The%20external%20candidates%20bring%20know%20how%20and%20external%20knowledge,%20which%20can%20help%20to%20the%20organization%20to%20perform%20even%20better.internal%20recruitment%20process%20cannot%20solve%20all%20the%20recruitment%20issues%20in%20the%20organization,%20but%20there%20should%20be%20a%20right%20mixture%20of%20the%20internal%20and%20external%20recruitment%20to%20keep%20the%20organization%20in%20a%20healthy%20shaInternal%20versus%20External%20Job%20Candidateselection%20of%20the%20winning%20internal%20or%20external%20job%20candidate%20is%20a%20common%20dilemma%20of%20the%20internal%20recruitment%20process.%20Many%20times,%20the%20external%20and%20the%20internal%20final%20candidates%20compete%20for%20the%20job%20position.%20The%20HRM%20Function%20and%20the%20hiring%20manager%20have%20to%20make%20a%20correct%20decision.efficient%20internal%20recruitment%20needs%20clear%20rules%20for%20the%20decision%20about%20the%20winning%20candidate.%20The%20organization%20has%20to%20clearly%20define%20the%20condition%20for%20the%20final%20decision%20based%20on%20the%20corporate%20culture%20and%20habits%20inside%20the%20organization.corporate%20culture%20should%20be%20the%20main%20driver%20of%20the%20final%20decision.%20The%20internal%20candidate%20has%20to%20be%20sure%20about%20the%20evaluation%20not%20to%20become%20de-motivated.%20The%20clear%20rules%20for%20the%20preference%20of%20the%20internal%20candidate%20over%20the%20external%20candidate%20will%20help%20to%20set%20the%20clear%20expectations.common%20rule%20is%20the%20>The HRM Function usually has a lack of the job market knowledge and the organization suffer from the bad competition

Recruitment and selection

Курсовой проект

Менеджмент

Другие курсовые по предмету

Менеджмент

Сдать работу со 100% гаранией
ndidates%20for%20the%20position,%20the%20corporate%20culture%20should%20navigate%20the%20HRM%20Function%20and%20the%20hiring%20manager%20to%20decide%20correctly%20about%20the%20winning%20job%20candidate.%20The%20corporate%20culture%20has%20to%20provide%20a%20guidance%20for%20the%20last%20decision%20about%20the%20winning%20candidate.cost%20side%20is%20a%20clear%20internal%20recruitment%20benefit.%20The%20internal%20recruitment%20can%20be%20quicker%20and%20cheaper%20than%20the%20external%20recruitment.%20The%20employee%20who%20works%20with%20the%20organization%20usually%20does%20not%20ask%20a%20huge%20salary%20and%20is%20available%20for%20a%20transfer%20much%20quicker.internal%20recruitment%20benefit%20is%20a%20smaller%20pressure%20for%20the%20compensation%20and%20benefits.%20The%20moving%20employees%20get%20promoted%20and%20they%20do%20not%20press%20for%20a%20higher%20salary%20for%20just%20being%20with%20the%20organization.Recruitment%20Process%20WeaknessesInternal%20Recruitment%20Process%20does%20not%20have%20just%20benefits,%20this%20process%20has%20some%20disadvantages%20as%20well.%20The%20Internal%20Recruitment%20Process%20is%20a%20very%20powerful%20tool,%20but%20it%20can%20be%20misused%20in%20hands%20of%20some%20employees%20and%20managers.Internal%20Recruitment%20Process%20is%20not%20a%20process%20to%20steal%20the%20best%20employees%20from%20their%20departments.%20These%20employees%20should%20be%20treated%20as%20a%20very%20scarce%20resource%20and%20the%20internal%20recruitment%20procedures%20should%20work%20differently%20for%20them.managers%20use%20the%20internal%20recruitment%20process%20as%20a%20tool%20to%20transfer%20their%20own%20issues%20to%20the%20other%20departments.%20This%20is%20very%20dangerous%20as%20other%20managers%20will%20not%20trust%20the%20internal%20recruitment%20process%20and%20will%20block%20the%20ambitions%20of%20employees%20to%20be%20transferred.employees%20can%20misuse%20the%20internal%20recruitment%20process,%20when%20there%20are%20no%20clear%20rules%20and%20procedures%20applied.%20The%20organization%20can%20support%20internal%20rotations%20of%20employees,%20but%20the%20rules%20must%20be%20clear%20about%20the%20length%20of%20the%20stay%20of%20the%20employee%20in%20one%20department.employee%20can%20enjoy%20the%20benefit%20of%20quick%20internal%20job%20hopping%20and%20the%20results%20achieved%20are%20very%20difficult%20to%20be%20recognized%20by%20the%20organization.%20No%20manager%20is%20able%20to%20make%20a%20full%20performance%20appraisal%20as%20the%20whole%20year%20in%20one%20department%20is%20unique%20then.%20The%20employee%20is%20just%20focused%20on%20his%20or%20her%20promotion%20in%20the%20organization%20and%20the%20salary%20can%20be%20increased%20in%20every%20step.internal%20recruitment%20can%20be%20sometimes%20taken%20as%20an%20obligatory%20option%20by%20the%20organization.%20The%20employees%20suppose%20to%20be%20first%20in%20the%20queue%20before%20any%20applicant%20from%20the%20external%20job%20market.%20But%20this%20approach%20is%20very%20dangerous%20for%20the%20organization.%20The%20external%20candidates%20bring%20know%20how%20and%20external%20knowledge,%20which%20can%20help%20to%20the%20organization%20to%20perform%20even%20better.internal%20recruitment%20process%20cannot%20solve%20all%20the%20recruitment%20issues%20in%20the%20organization,%20but%20there%20should%20be%20a%20right%20mixture%20of%20the%20internal%20and%20external%20recruitment%20to%20keep%20the%20organization%20in%20a%20healthy%20shaInternal%20versus%20External%20Job%20Candidateselection%20of%20the%20winning%20internal%20or%20external%20job%20candidate%20is%20a%20common%20dilemma%20of%20the%20internal%20recruitment%20process.%20Many%20times,%20the%20external%20and%20the%20internal%20final%20candidates%20compete%20for%20the%20job%20position.%20The%20HRM%20Function%20and%20the%20hiring%20manager%20have%20to%20make%20a%20correct%20decision.efficient%20internal%20recruitment%20needs%20clear%20rules%20for%20the%20decision%20about%20the%20winning%20candidate.%20The%20organization%20has%20to%20clearly%20define%20the%20condition%20for%20the%20final%20decision%20based%20on%20the%20corporate%20culture%20and%20habits%20inside%20the%20organization.corporate%20culture%20should%20be%20the%20main%20driver%20of%20the%20final%20decision.%20The%20internal%20candidate%20has%20to%20be%20sure%20about%20the%20evaluation%20not%20to%20become%20de-motivated.%20The%20clear%20rules%20for%20the%20preference%20of%20the%20internal%20candidate%20over%20the%20external%20candidate%20will%20help%20to%20set%20the%20clear%20expectations.common%20rule%20is%20the%20">The HRM Function usually has a lack of the job market knowledge and the organization suffer from the bad competition on the job market. The organization usually know excellently the market with its products and services, but they lack the knowledge about the job market and they do not use proper marketing channels to bring the best job potential to the organization. The HR Marketing <http://hrmadvice.com/hrmadvice/hr-marketing.html> is not experienced enough in the techniques of the job market analysis <http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/external-recruitment/job-market-analysis.html> and the money invested in the job brand name can be lost easily.the HRM Function has no proper arguments for the job advertisement campaigns, the HRM Function operates with a limited recruitment advertisement budget and the impact can be very low, which leads the organization to decide about canceling the job advertisement. In reality, the critical mass was not reached to make a huge impact on the job market. The HR Marketing has to be strengthened to deliver the right arguments to support the external recruitment process.organizations tend to spend their external job recruitment advertisement campaigns at the same time. As the budgets are limited, the impact and the success rate of the advertisement campaigns is limited. The HR Marketing and HRM Recruiters should find the best time to advertise the job vacancies with the organization. The organization should differ itself from the others on the job market to be the winner.successful recruitment process is also about targeting the right target group of the potential best job candidates. The HRM Function without a proper measurement can invest huge amounts of money to the recruitment channels, which do not work for the organization. The recruitment measurement <http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/external-recruitment/basic-external-recruitment-measures.html> can help a lot in targeting the job advertisement to attract the right potential.of the Recruitmentrecruitment process is not cheap for the organization. The HRM Function reports the cost of the external recruitment agencies, but the real cost of the recruitment process is more significant for the organization.visible cost of the external recruitment is about the invoices from the recruitment agencies and external job websites, but the internal damages and costs of the vacancy can be much higher to the organization.organization usually decides about the acceptable cost of the vacancy and it does not have to be expressed, but it can be tolerated. Many organizations decide to pay a lower salary and they accept the cost of the vacancy and the managers have to agree with that.organization makes a decision about the lost additional income each vacancy could produce. This is more easy for the sales function to have a clear view about the real damage made to the sales function, for the supporting staff the calculation is much heavier as the other members of the team can produce almost the same result. The most visible damage is the error rate of the team.organization decides by the proper setting of the compensation policy about the potential cost of the recruitment. The organization makes a decision between the visible cost of the external recruitment and invisible costs of the vacancy in the organization.Recruitment Benefitsinternal recruitment process has a lot of benefits and it is always difficult to decide whether to use internal or external recruitment process <http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/internal-or-external-recruitment.html>. The internal recruitment is a right recruitment process for the large organization, which promote friendliness in their corporate culture.corporate culture <http://hrmadvice.com/hrmadvice/hr-strategy/corporate-culture.html>, which supports the employees to look for the opportunities in the organization, is well designed for the internal recruitment process and the process can be a big benefit for the organization. The corporate culture, which is focused on a strong competition among employees and with the external environment, this corporate culture does not support the internal recruitment process.corporate culture should drive the decision process. In case of two candidates for the position, the corporate culture should navigate the HRM Function and the hiring manager to decide correctly about the winning job candidate. The corporate culture has to provide a guidance for the last decision about the winning candidate.cost side is a clear internal recruitment benefit. The internal recruitment can be quicker and cheaper than the external recruitment. The employee who works with the organization usually does not ask a huge salary and is available for a transfer much quicker.internal recruitment benefit is a smaller pressure for the compensation and benefits. The moving employees get promoted and they do not press for a higher salary for just being with the organization.Recruitment Process WeaknessesInternal Recruitment Process does not have just benefits, this process has some disadvantages as well. The Internal Recruitment Process is a very powerful tool, but it can be misused in hands of some employees and managers.Internal Recruitment Pr

Похожие работы

<< < 1 2 3 4 5 6 7 8 > >>