8.
Promotions : Promotion means to give a
higher position, status, salary and
responsibility to the employee. So, the
vacancy can be filled by promoting a suitable
candidate from the same organization.
Transfers : Transfer means a change in the
place of employment without any change in
the position, status, salary and responsibility
of the employee. So, the vacancy can be filled
by transferring a suitable candidate from the
same organization.
9.
Internal Advertisements : Here, the vacancy is
advertised within the organization. The
existing employees are asked to apply for the
vacancy. So, recruitment is done from within
the organization.
Retired Managers : Sometimes, retired
managers may be recalled for a short period.
This is done when the organization cannot
find a suitable candidate.
10.
Recall from Long Leave : The organization
may recall a manager who has gone on a long
leave. This is done when the organization
faces a problem which can only be solved by
that particular manager. After he solves the
problem, his leave is extended.
12.
It is time saving, economical, simple and
reliable.
There is no need of induction training
because the candidate already knows
everything about the organization, the work,
the employee, the rules and regulations, etc.
13.
It motivates the employees of work hard in
order to get higher jobs in the same
organization.
It reduce executive turnover.
14.
It increases the morale of the employees and
it improves the relations in the organization.
It develops loyalty and a sense of
responsibility
15.
16. 1. Limited Choice
Internal recruitment provides limited choice of talent available in the
organization as it avoids the arrival of fresh candidates. Internal
recruitment does not tap any candidate from outside the organization;
hence, the choice upon members of organization is limited.
2. Implementation Of Traditional System
Internal recruitment requires the implementation of traditional form,
system, process and procedures. And this limits the scope of fresh
talent in the organization.
3. No Opportunity
In internal recruitment, the internal employees are protected from
competition by not providing any opportunity to fresh talents. This
also develops a tendency among the employees to take promotions
without any extra knowledge or talent.
17. 4. Favourism
There will be tendency of referring friends and family members
in the organization. Then, the organization will be overstaffed
with talent-less crowd.
5. Limited Internal Sources
The source of supply of manpower is limited in internal
recruitment method. When an employee is promoted, his/her
previous position will be vacant and another personnel is to be
recruited to fill that vacant position.
6. Costly
Taking into consideration that when an employee is promoted,
his/her position will be vacant. In this regard, another employee
is to be recruited to fill that position, which may be costly affair.
18. •The
external sources of recruitment
refer to
reaching out to the external labour market to
meet the labour requirements.
•They are huge,diverse and important for
recruitment.
•Tapping these sources calls for careful
planning and proper executation by the
organization.
19. Employment
exchanges:
it has been
established by the government to act as a
path between job providers and job seekers.
Outsorced
to recruitment
agencies:Transfering the whole or a few
parts of the recruitment process to an
external HR consultant rendering recruitment
services is called outsourcing recruitment.
20. Advertisements: printed advertisements
are a prefered mode of external recruitment
for several reasons.as printed adv. Reach
many people in short period of time,the
vacancies can be communicated to a potential
candidate quickly.
Campus recruiting:when company
representatives are sent to college
campuses to recruit sources. It is called
campus recruitments.
Walks-ins and Write-ins:when
applicants directly write to the organization
to just walk in to the office to state their
intreat for employement.
21. THEY ENABLE AN ORGANIZATION TO GENERATE
a LARGE POOL OF APPLICANTS ,THEREBY INCREASING
ITS CHANCES OF CHOOSING SUITABLE CANDIDATES
•
THE ORGANIZATION CAN ADOPT A RIGOROUS
,COMPETITIVE PROCEDURE TO CHOOSE REQUISITE
EMPLOYEES.
•
22. •THEY
ALLOW AN ORGANIZATION TO BRING IN FRESH
TALENT,MODIFY THE EXISTING WORK CULTURE.
•THEY
ENABLE AN ORGANIZATION TO EXPLOIT
LABOURMARKET CONDITIONS TO THEIR ADVANTAGE
TO SAVE LABOUR COST.
23. •THE
EXISTING EMPLOYEES MIGHT BE FRUSTRATED IF
THEY DO NOT GET OPPORTUNITIES FORPROMOTION.
THIS COULD AFFECT THE MOTIVATION,COMMITMENT
TO WORK AND PRODUCTIVITY.
•THE
EXTERNAL SOURCES ARE COSTLY AND TIME
CONSUMIG THAN INTERNAL SOURCES
24.
THE OUTSIDE CANDIDATE MAY BE RAIDING BY
RIVAL CONCERNSAS TEY LESS COMMITED THAN
LONG SERVICES EXISTING EMPLOYEES.
INDUCTION ANE SOCIALIZATION MAY NOT
SMOOTH FOR THE NEW EMPLOYEES AS THEY MAY
FACE RESISTANCE FROM EXISTING ONES.
25. THERE IS GREATER POSSIBILITY OF HIRING WRONG
PERSON FROM EXTERNAL SOURCES SINCE SELECTION
PROCESS ALONE MAY NOT ASSES PERSONS SKILL.
