Question

1. Evaluate three internal and three external recruitment channels.
2. Analyse one individual, team, plant-wide or corporate-wide incentive system, which is available to organisations. Please refer

to its benefits and drawbacks.

3. What differentiates training from development and what are the challenges facing both?

SUBJECT IS HUMAN RESOURCES MANAGEMENT

Answer 1

Recruiting the best and potential candidates are  very essential for attaining the organizational objectives to its fullness.

> External recruitment

External recruitment is the evaluation of available pool of candidates, other than the currently existing staff in order to know and get if there are sufficiently qualified and skilled employees.  It is simply the process of searching for employees outside, other than the employees within the organization.

The two most commonly used technique of external recruitment is  job boards and social media recruitments.

• Job boards

The most common and effective method of external recruitment is the job boards. An employment website can deal with employment and career opportunities. Generally these employment websites are designed to promote employers for posting job requirements for the position which needed to be filled and they are known as job boards. This method of employee hiring allows the managers to reach a wide range of audience.

• Social media marketing

Almost all peoples especially youngsters who were considered is the pool of potential employees uses social medias, which makes the sense to conduct job campaigns through them. Social media is a platform where people hang out online in order to express their ideas as well as to communicate with each other.

• Recruitment agency

It Provides employers with details of suitable candidates for a vacancy and can sometimes be referred to as 'head-hunters'. They work for a fee and often specialise in particular employment areas e.g. nursing, financial services, teacher recruitment

> Internal Recruitment

Internal recruitment is when the business looks to fill the vacancy from within its existing workforce.

• Job posting

Many employers use internal job postings for encouraging  employees to identify internal promotional opportunities and respond to those openings for which they have skills and interest.

• Nominations

Some companies are having a more closed approach towards internal recruitment and may ask managers for nominating high-performing individuals as candidates for internal roles. This is an informal system, yet it is  highly effective in smaller organizations in which individuals are familiar with the work of employees in other departments.

• Succession planning

Organizations can use succession planning strategies not only to identify the potential talent in the organization, but also for establishing developmental plans to help prepare the individuals for promotional roles.

Analyzing the corporate-wide incentive system, benefits and threats are:

Benefits:

• Healthy competition

Employee incentives simply take advantage of the human desire to “win.”

• Clearly defined goals

Incentive programs lend a similar clarity to work objectives, and people are much more likely to achieve a certain goal when they know exactly what’s expected.

•Increased employee retention

Threats:

• Built-in limitations

Incentives work best with repetitive tasks, and lose effectiveness quickly when the required cognitive skills increase.

• Resentment

Incentives that are seen as unfair can lead to resentment, and undermine teamwork

• Manipulation

The metrics  like sales, revenue that has the most impact on incentive pay will be the metric that gets the most attention – and that may or may not be in the best interest of the company. If sales are rewarded, employees may cut profit margins to drive sales.

Trainingis a learningprocess in which employeesget an opportunity to developskill, competency and knowledge as per the job requirement. Developmentis an educational process which is concerned with the overall growthof the employees.

The biggest workplace challenges when it comes to training and development:

1. Hectic employee schedules

When work, family life, and a slew of other demands are draining employees’ energy, there’s a risk that training just adds to their stress. Worse still, intruding on employees’ personal time with training sessions is a surefire way to make them resist (and even resent) training.

1. A dispersed workforce

A steady rise in remote work and a decentralized workforce has led to new challenges in training and development.

1. Lack of engagement

Engagement is important on three levels: cognitive, emotional, and behavioral. Without all three in place, poor knowledge retention, passive learning and a lack of commitment contribute to challenges in training and development.

1. Training that isn’t relevant

Many training programs are too generic, and not personalized enough for specific roles or skills.

1. Costs

Facilitation, equipment, venue hire, and the cost of employees’ time (those hours add up!) all make training an expensive undertaking.