内部与外部招聘的分析(英语).docx

专业英语个人报告班级：20090706姓名：杨佩学号：200907060233课程：专业英语任课老师：李剑南小组成员：杨佩 徐雯静 何斐 毛莉 陈霞 吴宇皓作业题目：Internal versus external recruitment提交日期：2011/10/27字数：836Internal versus external recruitment In the 21st century, the competitiveness of a company is knowledge and skills they have, the people as the carrier of knowledge and skills, HRM must play a decisive role in the age. Recruitment can either be internal or external. When deciding whether to recruit staff to fill vacancies either from within an organization or from outside the organization, its a big problem for HR managers. Internal recruitment is promoting existing employees in conjunction with internal training and external recruitment involves recruiting suitable candidates with relevant experience and qualifications who have not previously worked within the organization. This article analyzes the choice between internal promotion and external recruitment within the framework of an economic contest. First, the advantages and disadvantages of each will need to be taken into consideration. 1. Internal promotion Promotion from within generally is thought to be a positive force in rewarding good works, and some organizations use it well indeed. Some most important advantages of the internal recruitment are as follows: Low cost and high efficiency. Saves the high cost of recruitment and getrelatively highefficiency. Increase employee loyalty and improve morale of existing staff. Internal selection provide advancement opportunities to employees so that organizational growth and employee growth pace for a better vision. Reinforces and supports the companys succession planning strategies. Existing staff more receptive to the leadership and management. Its easy to communication and coordination. However, it also has the major disadvantages of perpetuating old ways of operating: May cause internal conflict. And it likely to affectthe relationshipbetween employees,and even lead tobrain drain. May be a nepotism or gang phenomenon and inbreeding. There will be injustice. Internal selection may be by seniority or personal relationships or leadership preferences rather than performance, ability to form. A strong performance management system is required. Losethe chance toabsorb the externalpersonnel. Can reinforce existing negative culture. Can encourage political in-fighting for promotions among internal staff. 2. External recruitment Recruiting externally is another way for recruitment, and it has the following advantages: new blood bring new perspective. Outsiders bring in fresh ideas, skills and knowledge. Forces internal staff to compete and update their skills, education, etc. Promote the company communicating with the outside. May recruit more excellent people, including specialareas ofexpertise But recruitment from outside the organization also has its drawback. New appointee may not fit the existing culture within the organization. May affect the morale of internal staff who have been over-looked. Require a longer period of induction and orientation. May take longer to fill the vacancy.May create resentment from existing employees. It can be time consuming and costly, particularly in a full employment economy.Second, choosing the method of recruitment should considerate the business strategies and the culture of organization.What type of business strategies might be best supported by recruiting externally and what types call for internal recruitment is a very important question. Generally speaking, selection of senior managers should follow the principles of the internal priority. An excellent senior manager should not only have itselfprofessional skills,qualities andexperience, but also identity corporate cultureand values. So an internal staff is more properly. Besides, the external environment has a great impact on the choice of recruitment methods. When dramatic changes have happened an external environment, companies must take a combination of internal and external personnel selection methods. Furthermore, rapid growthof thebusinessshould be widelyopenexternal sources. In this case, companies should adopt more flexible measures to open up channels to attract and accept all kinds of personnel required and firms decide to use internal promotion instead of external recruitment.Moreover, the changes incorporate culturedetermine thetype ofselection methods. If the organizationto maintainthe existingstrongcorporate culture, it maybeselectedfrom within. If the companies hope the new ideas and perspective, external recruitment is a good choice.Third, recruitment is an important part of HRM. For successful recruitment, the human resources department needs to analyze the vacant position so that detailed job descriptions and job specifications can be created to efficiently help with the hiring process. A successful recruitment not only can get needed HR and bring new blood, but also can increase team cohesion and motivate theteammorale. On the contrary, a fair recruitmentcancause great lossesto the company. Many organizations may seek to fill a vacant position internally in the first instance, and then follow through with an external campaign if no suitable inside staff are identified. To avoid resentment among existing staff, the organization must be clear and consistent in communicating the corporate recruitment policy as it relates to sourcing suitable staff.In summary, internal promotion or external recruitme