Professional Documents
Culture Documents
Awareness of the management potential within an organization can be accomplished with the
use of an inventory chart, also called management succession/replacement chart. This chart is similar to
the general organization chart used by the company but limited to managerial positions and the names
of potential successors (promotable, satisfactory but not promotable, dismissed, etc) Recruitment by
external means may follow if the no qualified successors.
The need for nonmanagerial human resources may be ascertained by the use of a general
organization chart to identify vacant job positions that need to be filled or by direct reports from the
department/unit heads or supervisors. Managers need not make detailed succession planning, as these
job positions are less sensitive. Suggestions for internal replacements or successors for vacant
nonmanagerial positions are usually done as the need arises. External recruitment also follows if no on
within the organization is fitted for the job position that was declared vacant.
LESSON 2
Recruitment
In the event of a job opening, administrators must be carefl when recruiting and choosing who
to bring into the organization. They must see to it that their new recruit possesses the knowledge ans
skills needed to be successful in helping their company achieve their set goals and objectives and that
he or she is the suited for the job position and the job design.
Recruitment may either be external or internal. In external recruitment, outside sources are
considered in the process of locating potential individuals who might want to join the organization and
encouraging them to apply for actual or anticipated job vacancies. Unsolicited applications and
referrals from employment agencies and schools are examples of sources outside the company from
which management could select and applicant who best fits the job opening.
In internal recruitment, filling job vacancies can be done through promotions or transfer of
employees who are already part of the organization. In other words, recruitment is from withing the
organization.
As earlier mentioned, internal recruitment is that which is done from within the organization.
Most managers prefer to follow a policy of filling job opening through promotions and transfer. In this
way, they lessen the chances of losing the organizations top performers. Recruitment may be done by;
using company bulletin boards, company intranet, company newsletters, and recommendations from
department or unit heads, among others.
Both external and internal recruitment have their own advantages and disadvantages.
5. Educational institutions know the capabilities and qualifications of their graduates, hence, increasing
the chances of their ability to refer qualified applicants to potential employers.
Submitted to:
Mrs. Marina Elizabeth Domingo
Submitted by:
Nathaniel Alejandrino
Gr. 11 - ABM