Week 3 Project

 

Instructions

Supporting Lectures:

Review the following lecture:

• Internal Recruitment

Project

The project assignment provides a forum for analyzing and evaluating relevant topics for this week on the basis of the course competencies covered.

Introduction:

You are an HR Director who is beginning the process of hiring a new employee for a newly created job. A job analysis has been completed and the best candidate is someone who already has previous knowledge about a current product line being produced at the organization. The HR Director is looking to promote a current employee within the organization.

Tasks:

• Examine what system of recruitment HR should use, including the internal recruiting method(s) that should be used and why?
• Evaluate the advantages and disadvantages HR recruitment and provide rationale for your final choice(s).
• Analyze legal regulations and Equal Employment Opportunity laws and explain how you will avoid legal issues in your internal recruiting process.
• Evaluate the legal considerations of internal and external recruiting.

To support your work, use your course and text readings and also use the

South University Online Library

. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

Submission Details:

• Name your file as SU_HRM5030_W3_Project_LastName_FirstName.

Human Resources

Internal Recruitment

Although both external and internal recruiting processes require matching of organizational needs
with needed Knowledge, Skills, Abilities and Other Characteristics (KSAOs), internal recruiting
focuses on existing labor resources within the organization. Hierarchical and alternative mobility
paths offer a map for employee movement by using KSAOs, organizational culture and workforce
characteristics to determine who is eligible for movement in the organization.

When communicating the existence of a job opening, there are three approaches: realistic, branded,
and targeted. Several methods are employed when an organization is searching for internal applicants.
Job postings are usually posted on a bulletin board, on an organization’s intranet site or through e-mail.
These postings contain the basic information for the job, job description and desired quali�cations, as
well as, instructions on how to apply for the job. (Heneman, Judge, & Kammeyer-Mueller, 2015).

A talent management system is often part of a larger Human Resource Information System (HRIS) that
can track employee information focusing on skill attainment, additional training, and competencies
that employees bring to the job upon hiring and have attained throughout their employment at an
organization. Many organizations have career development centers that can assist employees in
determining the best career path within the organization and getting the needed training to �ll any
knowledge or skill gaps present.

In internal recruitment, mobility can raise concerns about disparate impact and disparate treatment.
Af�rmative-action oriented programs can increase women and/or minority representation in all
positions within an organization. Actions such as keeping an inventory of skills and KSAOs of female
and/or minority employees, ensuring that all evaluation criteria are fair and standardized among all
employees and offering development training for employees with knowledge gaps can go a long way in
ensuring a diverse workforce. (Heneman, Judge, & Kammeyer-Mueller, 2015).