Homework Lance
Incident Analysis:“I Am Qualified, Why Not Me?”
UOP-HRM/498
Incident Analysis:“I Am Qualified, Why Not Me?”
Do you believe that Bobby has a legitimate complaint?
Yes, I believe that Bobby has a valid claim. Based on the benefits of hiring from within, it arguable correct to say that Bobby has the right to make the complaints. First, he has a history of working with the company and thus should be the best candidate for the posts. With his accumulated skills and knowledge of the company’s culture and operations, he would make a batter candidate compared to merely choosing the potential applicants based on pre-determined skills. Based on the observations made by Bobby, and based on the fact the company is hiring people from outside, with much less experience than those within the company, it is worth noting that although it seems to be the company’s culture to hire people from outside, it would be better if the company started internal hiring (Grensing-Pophal, 2016). This argument makes Bobby’s complaints legitimate. Internal recruitment can better than external recruitment, since the hired employees are aware of the organizational expectations, objectives, and culture, and thus would take the lowest time to train and adapt to the normal operations of the company.
The advantages and disadvantages of a promotion from within policy and whether such a system would be appropriate for Crystal Productions
Such a policy would be applicable for Crystal productions because the benefits of the policy outweigh the disadvantages. Also, lack of policy has started raising concerns among the employees, which is likely to lead to uncalled for consequences f not implemented.
Promotion from within policy provides guidelines for and mandates the HR to locate and hire potential candidates for a vacant post from within the organization. It has both positive and negative impacts on the organization. The advantages include; first, promoting from within a company boosts morale and helps keep productivity high (Grensing-Pophal, 2016). New employees, like Bobby, see the potential for growth and work towards achieving their expectations, and in the process, increase the company’s productivity. Secondly, there are high chances of employee retention. This means that, through the policy, the employees will be aware of a potential career path in the organization. Thus, they will less likely consider moving to organizations where they can nurture their talents (Grensing-Pophal, 2016). Thirdly, the policy will act as a relationship builder between the employees and the leadership. Employees who are promoted to have a better understanding of the organization and the people within, like the case of Bobby, and thus will create a long-lasting, strong bond with their peers and management team.
Apart from the advantages, the policy can also come with potentially adverse risks. Increased completion among the staff vying for the same position can negatively affect the operations and productivity of the company (Agadoni, 2018). These effects are seen when an employee becomes promoted. Then the feelings inflicted on the other competitors lead to dissatisfaction at work, poor work performance, and even resentment from those who feel overlooked (Agadoni, 2018). Secondly, promotion from within may cause unnecessary work disruptions. When an employee is promoted for another position, the previous post remains vacant, and the sequence continues until the last spot is filled (Agadoni, 2018). At this time, there are a lot of disruptions. Thirdly, the policy could lead to a small pool of talent because the focus is limited to within the organization.
The first step in creating the policy
As an HR, the first would involve going for a benchmarking to an organization that has gained a competitive advantage in employee management, and organizations succeed through internal hiring. In case there is prior knowledge of the benefits of the policy, the first course of action will include setting expectations for the specific job, and making it clear to the employees that it will be open for internal applications (Grensing-Pophal, 2016). The process will involve the interdisciplinary team and the management team. Since they have the best knowledge on what to expect for every position in the organization.
The desired goals/outcomes of such a policy and the impact your new policy would have on staffing and performance management strategies
The primary desired goal of such a policy is an increase in organizational productivity and employee retention and motivation. Internal hiring increases completion within employees to reach the expectations, which can, in the process, lead to significant employee productivity. Also, performance management will become a lot easier, which will be reported by the employee’s supervisor based on the set expectations (Cornett, 2018). In the end, managing these employees will become a lot easier and less resourceful since everyone will be working the stipulated expectations, with minimal management activities to monitor them.
The impact of the changing workforce on the policy
The primary motive for the policy is to improve the working environment for the employees. However, the transition is likely not to come void of any chaos within the workforce. Resistance is the initial response for a changing workforce to the policy (Cornett, 2018). Yet, after the employees become used to the policy and have developed well understanding of its importance, they will embrace it and thus making the policy achieve the desired outcomes mentioned earlier in this paper.
A brief policy that addresses hiring from within
There is no better employee for the jobs within our organization that those we have worked with since their recruitment within the institution. As a return favor and gratitude for your service, we are humbled to create opportunities for positions that may open up as a way of helping our organization move in the desired direction, and most importantly, help you grow your passion, curiosity, and desire to improve your talent.
References
Agadoni, L. (2018). The Disadvantages of Promoting From Within. Retrieved 26 January 2020, from https://yourbusiness.azcentral.com/disadvantages-promoting-within-4019.html
Cornett, J. (2018). The Impact of Changes in Employee Policies & Practice on Organizational Performance. Retrieved 26 January 2020, from https://bizfluent.com/13313020/the-impact-of-changes-in-employee-policies-practice-on-the-organizational-performance
Grensing-Pophal, L. (2016). Internal Selections. Retrieved 26 January 2020, from https://www.shrm.org/hr-today/news/hr-magazine/pages/1206agenda_empstaff.aspx
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