Answer all 3 questions: 1. A sound promotion policy is important. List the characteristics necessary for an effective promotion policy. 2. Compare and contrast a closed internal recruitment system with an open internal recruitment system. 3. What information should be included in the targeted internal communication message?
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A sound promotion policy is important. List the characteristics necessary for an effective promotion policy.
Transparency in the promotion policy helps to avoid conflicts and high turnover rates among employees (Burks, n.d.). When a company is consistent in administering the same policy standard to every employee who is trying to advance themselves, controversy will be at a minimum. Productive promotion policy call attention to being instrumental to employees. Looking at their skills and performances limits placing unskill workers in jobs they can not handle. Furthermore, employers who do not establish a foundation for advancement risk discriminatory actions as well as a lawsuit.
Compare and contrast a closed internal recruitment system with an open internal recruitment system.
A close Internal Recruitment System does not allow employees to be informed of the job vacancies. The only people made aware of these vacancies are people in Human Resource who oversee placement, line managers with vacancies, and employees who are contacted (Heneman III, 2015). This system is efficient because it only has a few steps to follow and there is a minimum in time and cost. Everything is based on the employee’s file. If the information is outdated or inaccurate, other candidates may be overlooked. Open Internal Recruitment system is where employees are informed of the job openings. The occurrence happens through job postings and a bidding system. It allows the employee to compare their qualifications to the characteristics of the posting. This can eliminate favoritism and disclose hidden talent. But on the flipside, it could create unwanted competition, it is a lengthy and time-consuming process and may decrease morale (Heneman III, 2015).
What information should be included in the targeted internal communication message?
A targeted message has the intention to compare the job with the applicant. Targeted messages have the tendency to lure in internal experienced employees because they are identified by co-workers and managers. In a target message, the rewards of the job and the actual incentive should be stated in the job matrix. This will help the hiring manager to engage objectively and accurately judge and differentiate applicants’ qualifications (Heneman III, 2015).
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