Professional Documents
Culture Documents
This method of recruitment will most likely spill over the talented worker to the competitors. The suggestion given below is to reduce the spill over
learner. They are always follow up with the advance technology and
their interpersonal skill is well-developed compare to the seniority workers. So, there are a few suggestions for the organisation to improve their job recruitment
Q1: SHOULD SENIORITY BE ELIMINATED AS AN ELIGIBILITY STANDARD FOR BIDDING ON JOBSMEANING THE 2-YEAR-PLUS EMPLOYEES WOULD NO LONGER HAVE PRIORITY?
Experience gained by the seniority worker- (quick learner) in the industry. Out of the group of worker, it may turn out a
Good in labour market because everyone has the incentive to work harder to win the position which offer by the
If the organisation still insisted the policy of priority for the seniority- (may cause brain drain issues in the organisation)talented fresh worker may split over their competitor.
Eg: A Talented Engineer who work in Microsoft that do not have the opportunity to win the position as a leader in Microsoft Inc because he do not work more than 2 years in the organisation. He may switch over to their competitors because there is more space for them to develop and there is no more incentive and motivation for them to work in Microsoft anymore. There will be leak of talented engineer to the competitors.
Q2: SHOULD THE JOB POSTING SYSTEM SIMPLY BE ELIMINATED? IF SO, WHAT SHOULD REPLACE IT?
Spell out the duties and requirements of the job and tells how applicants can apply. (proper job , proper
skill).
Reduces the time for job turnover and it helps the people to save time and find suitable jobs effective and
efficient.
Create wider network for the organisation to search for relevant worker to match their available vacancy. This
Unlike newspaper job posting, has bombard information and lead human to ambiguous statement focus on particular part.
Job posting system, which develops in the Internet system helps the applicant to search job easily by just
efficiently.
This job posting system is a very important tool to stimulate the labour market.
Strict Promotion From Within" Policy means an employer has stated a commitment to consider current employees for new or replacement job opportunities - before hiring candidates from outside the organization.
Current employees who know the organization and its operating procedures are considered prime candidates
An internal promotion system must strive to avoid both specialization and predictability. In other words, a policy that promotes from within can only work if it allows for flexible cross-training and variety. (trained employee)
Benefits of a promotion-from-within policy: - Capitalizes on past investments (recruiting, selecting, training, and developing) in current employees. - Rewards past performance and encourages continued commitment to the organization.
Limitations of a promotion-from-within policy: - Current employees may lack the knowledge, experience or skills needed for placement in the vacant/new position.
Q4: HOW COULD CAREER MOBILITY PATHS BE DEVELOPED THAT WOULD ALLOW ACROSS-TEAM MOVEMENT WITHOUT THREATENING TEAM IDENTITY AND COHESION?
Intent of policy is clearly communicated Policy is consistent with philosophy and values of top management
Scope of policy is clearly articulated Employees responsibilities and opportunities for development are clearly defined
Procedures are clearly described Rules regarding compensation and advancement are
included
Career mobility path consists of employee movement within internal labor market structure.
With lateral track system, there is NO upward mobility where individuals/ team contribution to organization stay at certain level for extended period of time while serving in variety of capacities.
In team based kind of jobs: employees are BONDED together with other employees depending on the projects.
Steps need to be taken to ensure career mobility paths that allow across-team movement by: Alternative reward systems -pay increase based on individuals knowledge and skill acquisition and contribution to organization as team member.
Team building
-having employee work in team as they are responsible for all aspect of work. Counseling -workshops, self-directed workbooks and individual advising Alternative employment -arrangement made for employees leaves of absence, sabbaticals and consulting assignment to ensure workers remain challenged and acquire new knowledge and skills.
Q5: IF A INTERNAL LABOR MARKET SYSTEM IS TO BE PUT IN PLACE, HOW SHOULD IT BE COMMUNICATED TO EMPLOYEES?
Internal labour markets refer to the institutional rules and procedures, such as recruitment, training and the price of labour, which govern the employment relationship (Doeringer and Piore, 1971)
permanent income;
possibility
the
of promotion;