MyLab Intro to Business with Pearson eText -- Access Card -- for Business Essentials
12th Edition
ISBN: 9780134729107
Author: Ronald J. Ebert, Ricky W. Griffin
Publisher: PEARSON
expand_more
expand_more
format_list_bulleted
Question
Chapter 10, Problem 10.1QR
Summary Introduction
To explain: The pros and cons of internal and external recruiting and the appropriate situation for both.
Expert Solution & Answer
Explanation of Solution
Internal recruiting:
Advantages:
- It builds morale and provides motivation to employees when peers see other peers get promoted.
- The process of teaching the culture of the business is not required.
Disadvantages:
- It may lead to new fewer ideas.
- It will create a new opening in the firm that requires recruitment process.
- It could create resentment among other employees because of the reason that other employees are being promoted.
External recruiting:
Advantages:
- It brings new ideas and knowledge into the firm.
- It increases workforce diversity.
- It can give a new idea about the marketplace and the competition present.
Disadvantages:
- It will lead to training costs.
- Temporary efficiency loss.
- Loss of morale.
Internal recruiting will be more suited to a situation where there is very much to learn from outside as the firm itself has tremendous knowledge of the business. External recruiting will be more suited in a situation when the company needs new ideas and direction to make a considerable impact changes to its fortunes.
Want to see more full solutions like this?
Subscribe now to access step-by-step solutions to millions of textbook problems written by subject matter experts!
Students have asked these similar questions
Q2-The CEO of Japan Moto Mobile Company asked you to cut the cost from $2.5 Million to $2 Million. According to your understanding as a HR Manager, what strategies you will make for the Organization to cut the cost? You can use the diagrams as well.
Q3-Effective recruitment and selection are the pre-conditions for achieving higher employee’s performance and ultimately achieving the organization's objectives. Discuss the validity of this statement.
Q5: a) “Training is the only solution for every problem regarding performance deficiency prevailing in the organization”, how will you evaluate this statement?
b) Why should HRM conduct a “Background Investigation” during selection process?
1. Selection is the process of picking or choosing the right candidate, who is most suitable for a vacant job position in an organization. The selection of a right applicant for a vacant position will be an asset to the organization, which will be helping the organization in reaching its objectives. You are HR manager in Telecommunication Company and how do you conduct selection process for your company and how to train your new employees to be familiar with your organization.
2. Job analysis is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization. Suddenly, secretary of your CEO turnover and now your CEO needs new secretary. Your task is to create job description and job specification for this position explicitly because you take the responsibility of HR manager of Amara Hotel which is 5star level and locate in Yangon. After two weeks when you advertise vacant position, few people apply for this position. In this…
Chapter 10 Solutions
MyLab Intro to Business with Pearson eText -- Access Card -- for Business Essentials
Ch. 10 - Prob. 10.1QRCh. 10 - Prob. 10.2QRCh. 10 - Prob. 10.3QRCh. 10 - Prob. 10.4QRCh. 10 - Prob. 10.5QACh. 10 - Prob. 10.6QACh. 10 - Prob. 10.7QACh. 10 - Prob. 10.8QACh. 10 - Prob. 10.10AECh. 10 - Prob. 10.11A
Ch. 10 - Prob. 10.12ACh. 10 - Prob. 10.13ACh. 10 - Prob. 10.14ACh. 10 - Prob. 10.15ACh. 10 - Prob. 10.16TECh. 10 - Prob. 10.17TECh. 10 - Prob. 10.18TECh. 10 - Prob. 10.19TECh. 10 - Prob. 10.20TECh. 10 - Prob. 10.21EECh. 10 - Prob. 10.22EECh. 10 - Prob. 10.23EECh. 10 - Prob. 10.24CCh. 10 - Prob. 10.25CCh. 10 - Prob. 10.26CCh. 10 - Prob. 10.27CCh. 10 - Prob. 10.28CCh. 10 - Prob. 10.29CCh. 10 - Prob. 10.30C
Knowledge Booster
Similar questions
- How do you classify job candidates? What aspects need to be considered while (4) conducting self-assessment for a job? Why a cover letter is also considered a cold contact letter, and which type of cover letter is more persuasive in nature, and does not require you to seek an appointment for an interview?arrow_forwardIt is about Zain Company Recruitment process in the organization is analyzed: e.g.: external or internal or both in house (centralized or decentralized) or employment agency or both personnel reacquisition form – used or not (ask them to provide you with the sample if possible) describe recruitment plan (what is it, what are the components, why is it used) who are recruiters in the organization (HR or anybody else) recruitment strategy (open, targeted, closed, hybrid). answer in your wordsarrow_forwardSection 1: profile of the subject company (e.g. corporate strategy, revenue base, financialperformance, employee base, ownership structure, product/service mix, competitiveposition, primary locations for operations, etc.). Section 2: analysis and assessment of the strategic and theological soundness of the HRpractices of the subject company (paying special attention to HR strategy, staffing,training and development, performance management, compensation, and labor relations). Section 3: posit 5–7 key recommendations for improving the strategic and theologicalsoundness of the HR practices of the subject companyarrow_forward
- Assignment 1- Compare the complete organizational selection process from recruitment to orientation and training with election process of national assembly? How is it similar and dissimilar? Answer in HRM Context.arrow_forwardQUESTION 1 With reference to reliable academic sources and key authors, critically compare and contrast ‘Best Practice’ HRM (the universalist approach) and ‘Best Fit’ HRM (the contingency approach). You must ensure that your answer specifically addresses Human Resource Management, rather than generic best practices in accounting, marketing, operations etc. QUESTION 2 With reference to key academic sources throughout your answer, critically evaluate the Resource Based View of the Firm and the extent to which building unique ‘bundles of HR practices’ can contribute to sustainable competitive advantage (Give examples of different types of ‘bundles’ of HRM practice to illustrate your answer). Finally, using relevant academic and practical examples, explain the evidence which suggests High Performance Working Practices are considered to have a more positive impact on business performance.arrow_forwardEletronic recruitment tools are a great way to transactionalize task-level responsibilites of the Recruitment, Selection, & On-Boarding process. Such tools, however, often receive a critique that they depersonalize the sourcing and seach process. What are 2-3 strategies a company or recruiter can utilize to avoid the risk of depersonalization while still utilizing electronic search and candidate tools to help streamline the recruitment process? Support / justify your recommendations. 250-300 words to justify your asnwerarrow_forward
- Visit a job-posting web site such as www.Jobstreet.com and many more. Spend some time at the site examining jobs for data scientist, data analyst, and data science consultant. a. Find two or three description of jobs and study them. b. What kind of knowledge do these jobs require? c. What do you need to do to prepare for these jobs? d. Write a one page reportarrow_forwardDiscuss this from a perspective of the applicant and the person or team conducting the hiring interview and making the final decision to hire. How would you describe the hiring process? Do words like difficult, challenging, or frustrating come to mind? How would you choose between two equally qualified candidates? As an HR pro, it's your job to sift and sort through resumes, scrutinize job applications, conduct job interviews, and narrow down the field do candidates until you pick the right person I need help.arrow_forward3. Which external sources of recruitment are commonly used by the big enterprises that you believe are more effective and less effective to acquire new talent/employee. Explain your answer. (the following external sources of recruiting that are commonly used by the big enterprise are listed in the picture)arrow_forward
- As a strategy development consultant for a private sector organisation how do you evaluate the organisation’s current strategy by determining what sources of data and information are critical for the organisation’s strategy renewal and HR decision-making You need to justify why those sources of data and information are important.arrow_forwardYour ideal job after graduation (Business Operations Manager), why you want it, the reasons HR of the company might extend an offer to you (The skills and competence; education level; general recruitment process look like), and how your understanding of HRM can help you secure that offer (your current situations, your ideal job requirements, the discrepancies and ways to approach; risk and potential changes). The goal of this paper is to reflect on how the knowledge acquired in this HRM course can be applied in real-world scenarios, specifically in your personal career planning and job application process. This paper encourages you to critically evaluate your skills and competencies, linking them to HRM practices and principles. Written Report: A detailed report of six pages should include: Introduction: Describe your ideal job, the industry, and why you're interested in this role.\ Skills and Competencies: Discuss your current skills and competencies that make you suitable for…arrow_forwardPart 1: Case Analysis Read the discussion forum below, which shows several employees' posts about how to develop a better performance review system. Then, answer the questions that follow. Jackson: Hi team, this week we’ll use this forum to discuss our performance review system. Specifically, we want to explore the benefits and drawbacks about the timing of our reviews. Currently, our reviews are conducted annually. The HR team wants to know what we think about quarterly reviews. The HR team wants us to share our views with them by September 10. Cynthia: I’ve never experienced quarterly reviews before, so it’s hard for me to say if that’s better. My hunch is quarterly reviews would be more fair and helpful. But, I also assume they take a lot of extra time for our managers. @Erin I think your last company held quarterly reviews. What are your experiences with more frequent reviews? Has anyone else worked at a company with more frequent reviews? Tell us what it was like. Erin: @Cynthia…arrow_forward
arrow_back_ios
SEE MORE QUESTIONS
arrow_forward_ios
Recommended textbooks for you
- Management, Loose-Leaf VersionManagementISBN:9781305969308Author:Richard L. DaftPublisher:South-Western College Pub
Management, Loose-Leaf Version
Management
ISBN:9781305969308
Author:Richard L. Daft
Publisher:South-Western College Pub