HRM performance in Baidu

The drawback with internal recruitment is if someone from within an organization gets the new job, there might be tension and bitterness towards that person and the manager this can affect people’s performance and overall success of the organization. Another harmful drawback of internal recruitment is that it can create a sense of stagnation in the company, sometimes its better for the organization as whole if new, fresh employees are recruited externally rather than internally, this in turn increases competition for promotions and better appraisals as employee will not be in the ‘comfort zone’ of knowing their employer always recruits internally. Perth’s is a relatively new convention centre and therefore internal recruitment does not aplly to them as such, but what is mentioned by the Human resources manager at Perth is the desire to promote employees in the future instead of recruit externally. This would be a good move for Perth as they are a new company who has spent vast amounts of money on setting up the business so any immediate recruitment plan which is not dramatically urgent should be done so internally.

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 information obtained through the job analysis is used to advertise the vacancy. Vacancies are filled through internal or external recruitment. Internal recruitment involves recruiting someone who currently works within the business. The main advantage of internal recruitment is the reduced cost, as the recruitment process is shorter and so less expensive. Another benefit is that the individual is already familiar with and within the business. A problem recruiting internally is that the internal promotion leaves a vacancy to be filled. External recruitment is when a business recruits someone from outside the company. This has the potential to bring new ideas and experience into the company. It can be an expensive process as individuals recruited externally need a longer induction into the company.

Industry giants find that candidates seek them out. There is no need to spend money advertising each recruitment in such a case, because candidates will visit the company website of their own agreement. They must face the competition in the market.

This is a good method to promote employees who are understands the organisation’s objectives and committed in achieve a common goal. It is a cheaper, easy way to recruit and managers will know the strengths and weakness of internal candidate.

When an organization announces a vacancy or an open job position then it can be filled by either someone internally from the company already working in another position or externally by somebody who is new to the business. For this firms need to consider different methods of hiring and try to create a pool of potential candidates with relevant skill level.

An initial step in the process is finding where qualified applicants are located also known as applicant sourcing. An organization must decide if they want to recruit employees internally or externally. Internal recruitment can be beneficial because candidates are generally known by the organization and it may also build morale because it shows that there are always opportunities for advancement but it could also lead to the Peter principle which happens when successful employees continue to be promoted until they reach a position above their level of competence. Internal recruitment also may cause a ripple effect to occur when one person moves up the ladder it leaves another vacancy, that is then filled by another internal employee that in turn causes another vacancy. An advantage of external recruitment is that the new employee might bring new ideas to the organization and they can target applicants with the skills needed then settling for a internal employee who may lack some of the skills. On another note, external recruitment can be negative because it is costlier to hire a new employee, conduct a drug screen, provide training, and it also takes a new employee more time to get to know the organization.

External recruiting is a method in which an organization conducts its employee search outside of the company to fill positions. "Recruitment tools such as job boards, newspaper advertisements and trade publication announcements” (Richason IV, 2016, para. 3) may be utilized. It provides an avenue to reach a larger pool of individuals outside of the organization. One of the main first advantages from hiring outside of the organizations is the ability to capitalize on new ideas from individuals who have not been exposed to the corporate culture. In gaining innovative ideas, a company may be able to capitalize on “management strategies, creating a forward-thinking approach that stimulates both advancement and growth” (Newton, 2016, para. 2). Furthermore, members who have worked in other business may have experiences that can be incorporated into current processes that may provide an improvement in production and lead to

Before recruiting a business looks at alternative methods in which they can recruit. They would normally look internally within the business as this is cheaper and it saves more time,

Cost: It is a cheaper and quicker process to recruit. It is less expensive to the company than recruiting employees outside of the company. Through internal recruitment company successfully avoids the expenses required for putting up the advertisements on the newspapers. In case of internal recruitments they only needs to circulate the vacancies through company bulletin board. This process also saves time.

External recruitment is concerned with generating a pool of qualified candidates through external sources of employment. Under it, following methods of recruitment are adopted.

This essay will seek to explore the link between Human resource management and business performance. To be successful in this, a number of resources will be used. To get a sound basis, definitions of HRM and performance will first be made. Once definitions have been made, the essay can then explore the link. High performance work practices (HPWP) will be the main theory examined in this essay and others will be used to be able to provide a critical view. The models will include the AMO model also the best fit and best practice view will also be considered. A range of references will also be used to get the views from a range of studies these include Guest, Sels at el

Internal Recruitment: this is when the business looks to fill the vacancy from within its existing workforce.

Organizations recruit existing employees by placing job postings, or communicating information about the vacancy on company bulletin boards or on corporate intranets, and anywhere else the organization communicates with employees or could be recommended by managers. Some advantages as well as some disadvantages of internal recruitment are seen in Table 1.

Recruitment from with in the organization is called internal sources recruitment. Internal recruitment is economically in form of time and money.