Employment and Workforce Diversity Essay

This is beneficial to the business so you don’t spend time and money training new employees, meaning that those who are recruited internally are able to get on without needed any form of training that would be as time consuming in addition to the process being cost effective. Another benefit of internal recruitment is that there are opportunities for promotion, this means that it will motivate the employees to work harder which allows the business to run even more effectively. In addition to that, you know that by promoting that someone, they will be perfectly suited for the role in

Recruitment can incur a very large cost to an employer, therefore, organizations try to uses the method of recruitment which will have the lowest cost impact to the organization for each candidate.

Loyalty to the employer – while this is questionable over the long term, in the short term they would be attracting more leads with a possibility of converting to customers.

From Hollywood to the the social sector, diversity, rather the lack thereof, has been a topic of conversation. Although many organizations have begun to advocate for diversity, more work must be done. Across the social sector,women and people of color remain severely underrepresented in leadership positions. Organizations must become intentional about creating a diverse workforce and implementing inclusive policies that foster positive work environments. When employees feel represented and included they are happier and more likely to contribute to fulfilling the organization's mission.

Transparent hiring process for both internal and external applicants. Employees would be able to apply and track their application. They would have the ability to know what skills and experience they need to develop a career path. Management can match possible interns to positions even before they graduate from college

Recruiting inside the organisation has both pros and cons, some of the benefits would be knowing what the person is already capable of in the job and if they are open to learning new things, how well they do in their position already and how motivated they are towards their job. There are also negatives about recruiting from inside the work place, the employee could feel overly comfortable and friendly in the job and with their colleagues resulting in them not being motivated to do work.

The fourth advantage to outsourcing is that it can help develop internal staff. As I stated in the advantage above, outsourcing projects help meet performance peaks, but it can also assist in completing projects that are nearing the end of its requirements. What this does is allow the company staff to focus on new initiatives that

External - Candidates are sought from outside of the organization (not current employees) through methods such as want ads, head hunters (recruiters), job fairs, on-campus recruiting, etc... Advantage - allows firms to acquire new perspectives, expertise, and capabilities that they do not currently possess.

Hiring internally gives the current employees more hope and will improve the problem you are facing with keeping your employees loyal to the company. Although focusing primarily on internal promotions decreases the chance of finding a stellar employee, it will solve a lot of the current problems your company is facing. I recommend that you promote current females and minorities internally. This will keep more low entry level employees motivated to stay and also improve your problems with incumbency percentages as well.

In some cases Large companies like Toys ‘R’ Us are known to re hire ex staff as they already have had the training needed for the job in hand, this saves costs and time in the recruiting process for a given vacancy within the work place. On the other hand, internal recruitment for a company like Hublot which have a much smaller opportunity window of jobs. So this will mean that internal recruitment is key for a smaller company, this is because their budgets would be a lot lower then large corporations with a much smaller specialised group of candidates. This also means that it may be harder for them to fill vacancies as there may not be candidates with sufficient skills. In most cases a company like Hublot will promote workers to keep them in the company and hire new workers at a low level.

The issue with many companies today is that their organizations put tremendous effort into attracting employees to their company. The process of attracting and retaining profitable employees, as it is increasingly more competitive between firms and of strategic importance, has come to be known as the war for talent.

Diversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace. The recognition that diversity is a reality in the workforce has generated an enormous amount of activity over the years among leaders in business, government, and civil

Today's workplace is more diverse than it has ever been in history. While the workforce has made strides in the direction of equality, it is still far from attaining total equality in the workplace. A company must value diversity. The main objectives of valuing diversity include awareness, education, and positive recognition of the differences among people in the workforce. Organizations are increasingly emphasizing group work or teamwork as a source of competitive advantage in a diverse workforce. It has been suggested that such organizations must target their recruitment efforts at applicants who are both diverse and amenable to working in teams ( Rau, Hyland 2003).

Internal sources come from internal company that conducts the recruitment. Recruitment using these sources is relatively quick and inexpensive. Company does not need any advertisement, head hunter or any other form of recruitment that is costly.

There are advantages as well as disadvantages of external recruitment. An important advantage is innovation. New external recruits often bring new ideas which can benefit an organization. Innovation is a key factor in order to stay competitive in the market. New employees might see problems and solutions since they often have experience due to