Page 72 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Managing Human Element at Work

Notes 3. It encourages in motivating internal 3. Existing employees who have put
employees to work hard and compete in considerable service in the
with external candidates while seeking organization may feel they are not
career growth. Such a competitive suitably rewarded. They may feel
atmosphere would help an employee unmotivated and will work with less
to work to the best of his abilities. enthusiasm.
4. There are long term benefits in 4. Though external sources have a
external sources of recruitment. wide choice there is no guarantee that
Talented people could join the the organization will hire suitable
organization with new ideas and this candidates. It might end up hiring
would compel internal people to someone who does not fit into the
give their best to the organization organization culture.
in a competitive atmosphere.

Internet Recruitment: Companies and applicants find internet recruiting cheaper, faster and
potentially more effective. A variety of websites are available where applicants can submit
their resumes and potential employers can check for qualified applicants. Applicant tracking
systems can match the job requirements with the experiences and skills of applicants. Online
recruiting is not just matching candidates with companies. The next generation of web-based
tools includes online job fairs in which companies can “meet” candidates in a virtual
environment and chat with them online. The method is cost-effective as well.
In recent years, most companies have found it useful to develop their own website and list
job openings on it. The website offers a fast, convenient and cost effective means for job
applicants to submit their resume through the internet. The internet recruiting is effective
as it generates fast, cost-effective and timely responses from job applicants. But the problem
is that the website might be flooded with resumes from unqualified jobs seekers. Applications
may also come from geographic areas spread in different parts of the world which are
unrealistically far.
From all this we can conclude that there is no hard and fast rule whether the recruitment
must be done exclusively through internal or external sources or conjointly to make it most
effective. The best management policy regarding recruitment is to first look within the
organization and if no able talent is available, external sources may be looked at. To use
the words of Koontz and O’Donnell “the (recruitment) policy should be to ‘raise’ talent
rather than ‘raid’ for it”.
3.3.2 Recruitment Policy

A policy is a standing plan. Policies are directives providing continuous framework for
executive actions on recurrent managerial problems. A policy assists in decision-making but
deviations may be needed, as exceptions and under some extraordinary circumstances. Each
a policy asserts the objectives of the recruitment and provides a framework of implementation
of the recruitment programme in the form of procedures.
The essentials of policy formation may be listed as follows:
1. It should be definite, positive and clear. Everyone in the organization should understand
it.
2. It should be translatable into practice.
3. It should be flexible and at the same time have a high degree of permanency.
4. It should be formulated to take care of all reasonably anticipated conditions.

5. It should be founded upon facts and sound judgement.

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