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Question 2: Internal vs External RecruitingTo respond to this topic, you first want to define and discuss INTERNAL vs. EXTERNAL recruitment practices

Question 2: Internal vs External Recruiting<br/>To respond to this

topic, you first want to define and discuss INTERNAL vs. EXTERNAL recruitment practices. You want to demonstrate your understanding of the pros and cons of each approach. Include in you discussion an example of a situation in which each of these approaches might be particularly effective. Be sure to conduct independent research and include an expert’s ideas (with proper citations) to support your argument.
Read and respond to a minimum of two of your colleagues’ posts.

Question 3: What haven’t we focused on? (Everyone responds)
There is a wealth of information available in our texts, isn’t there? I cannot possibly ask you questions about every topic and concept – but I want to make sure you know the material. For example, we didn’t talk about INTERVIEWS and the various interviewing techniques an HRM can use. Then, there are the important topics of NEGOTIATING with and PLACING employees, once they have been hired!
For this last topic, I would ask you to select one of the topics above or a topic that sparked your interest this week and summarize your understanding about the topic. I would like to see at least two paragraphs in which you explain your understanding about any aspect of the employee recruitment and selection processes issues or techniques. Conduct outside/independent research and include your sources. You get to choose your focus.

Using the attached links and documents for

-Open University’s free 12-hour course on Human Resources: Recruitment and Selection: (2016) “Effective Recruitment and Selection” Retrieved from http://www.open.edu/openlearn/money-management/management/human-resources/human-resources-recruitment-and-selection/content-section-0
-Williams (no date) “Internal Versus External Recruitment – Which Is Best?”  (HTML) Retrieved from (Short discussion with Advantages and Disadvantages for hiring internal/external.) http://web.archive.org/web/20150422025634/http://www.articlesnatch.com/Article/Internal-Versus-External-Recruitment—Which-Is-Best–/793181
-“Guide to Strategic Human Resource Planning” (2013) Retrieved from: http://www.workinfo.org/index.php/articles/item/699-a-guide-to-strategic-human-resource-planning (Using diagrams and narrative to discuss HR planning)

9/4/2017A guide to strategic human resource planninghttp://www.workinfo.org/index.php/articles/item/699-a-guide-to-strategic-human-resource-planning1/18HomeArticlesarticles351-400A guide to strategic human resource planningApril 26, 2013Written byGary WatkinsPublished inarticles351-400A GUIDE TO STRATEGIC HUMAN RESOURCE PLANNINGA GUIDE TO STRATEGIC HUMAN RESOURCEPLANNINGBy Gary Watkins,www.workinfo.com1. IntroductionA comprehensive Human Resource Strategy plays a vital role in the achievement of an organisation’s overall strategicobjectives and visibly illustrates that the human resources function fully understands and supports the direction in which theTweetmRead 38051LikeShareupdated 7:36 AM CDT, Aug 28, 2017HOT NEWSIs freelancing the future of employment?Enter Search Phraseh
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9/4/2017A guide to strategic human resource planninghttp://www.workinfo.org/index.php/articles/item/699-a-guide-to-strategic-human-resource-planning2/18organisation is moving. A comprehensive HR Strategy will also support other specific strategic objectives undertaken by themarketing, financial, operational and technology departments.In essence, an HR strategy should aim to capture “the people element” of what an organisation is hoping to achieve in themedium to long term, ensuring that:-If, as is sometimes the case, organisation strategies and plans have been developed without any human resource input, thejustification for the HR strategy may be more about teasing out the implicit people factors which are inherent in the plans,rather than simply summarising their explicit “people” content.An HR strategy will add value to the organisation if it:The first of these areas will entail a careful consideration of existing or developing plans and strategies to identify and drawattention to common themes and implications, which have not been made explicit previously.The second area should be about identifying which of these plans and strategies are so fundamental that there must be clearplans to address them before the organisation can achieve on any of its goals. These are likely to include:ithas the right people in placeithas the right mix of skillsemployees display the right attitudes and behaviours, andemployees are developed in the right way.articulates more clearly some of the common themes which lie behind the achievement of other plans and strategies,which have not been fully identified before; andidentifies fundamental underlying issues which must be addressed by any organisation or business if its people are to bemotivated, committed and operate effectively.workforce planning issuessuccession planningworkforce skills plansemployment equity plansblack economic empowerment initiativesmotivation and fair treatment issuesfont sizekPrintjEmail(0 votes)
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