Introduction
This paper discusses three questions – Firstly it discusses the advantages of filling positions with current employees rather than recruiting form external sources. Secondly it discusses the strengths and weaknesses of Experiential Programs and computer learning programs and the preference for the situation stated. And lastly it discusses steps a manager can take to improve employee performances.
Question 1
Recruiting internally to fill in vacant positions has many advantages for companies that adopt this recruitment strategy as in Fiji Airways case.
Recruitments costs are kept low as there is no need to advertise in the media. Advertising externally can be a very costly exercise particularly if you need to advertise more than …show more content…
More often than not, when the internal vacancies are put out, managers who see the potential in their staff make recommendations for the staffs promotion or at least inclusion in the recruitment process. Otherwise, when staffs do put in applications, the managers’ opinions are sort on the applicants’ abilities to fit the role.
This (internal) recruitment strategy also sees that good performances by current staff are deservedly rewarded with promotions. The example above is an illustration of this where managers or supervisors make the recommendations.
This in turn can further have the effect of boosting the morale of staff that sees that management is looking internally for promotions. This also leads to increased employee loyalty which means that a “leak plugging” strategy is not needed. This also means the retention of “high caliber” employees.
The orientation of the incumbents is a lot easier and faster as generally the applicant is already aware of culture, expectations and performance standards of the company. Training of the new staff is kept to a minimal as opposed to getting someone …show more content…
These often allow trainees to answer questions online and try out techniques.
Advantage of computer based training is that they are often cheaper. There is also flexibility in scheduling to fit around work hours and training can be done in smaller segments making it easier to remember. There is also the ability to learn from experts from around the world. It is also easier to customize computer based training for individuals.
A disadvantage is that learning is for employees who are not computer literate or are not proficient with computers this could be a hindrance to learning capacity.
In the situation where managers avoid delegating projects to people in their groups, this is evidence that there is lack of teamwork. This may stem from a lot of reasons. Since teamwork includes interaction among peers with clear leadership qualities including trust I’m inclined to choose an experiential program or adventure learning to tackle the problem. The use of interactive computer program learning to try and fix this may not be the best way to go as there will not be any interaction with colleagues for team
This paper discusses three questions – Firstly it discusses the advantages of filling positions with current employees rather than recruiting form external sources. Secondly it discusses the strengths and weaknesses of Experiential Programs and computer learning programs and the preference for the situation stated. And lastly it discusses steps a manager can take to improve employee performances.
Question 1
Recruiting internally to fill in vacant positions has many advantages for companies that adopt this recruitment strategy as in Fiji Airways case.
Recruitments costs are kept low as there is no need to advertise in the media. Advertising externally can be a very costly exercise particularly if you need to advertise more than …show more content…
More often than not, when the internal vacancies are put out, managers who see the potential in their staff make recommendations for the staffs promotion or at least inclusion in the recruitment process. Otherwise, when staffs do put in applications, the managers’ opinions are sort on the applicants’ abilities to fit the role.
This (internal) recruitment strategy also sees that good performances by current staff are deservedly rewarded with promotions. The example above is an illustration of this where managers or supervisors make the recommendations.
This in turn can further have the effect of boosting the morale of staff that sees that management is looking internally for promotions. This also leads to increased employee loyalty which means that a “leak plugging” strategy is not needed. This also means the retention of “high caliber” employees.
The orientation of the incumbents is a lot easier and faster as generally the applicant is already aware of culture, expectations and performance standards of the company. Training of the new staff is kept to a minimal as opposed to getting someone …show more content…
These often allow trainees to answer questions online and try out techniques.
Advantage of computer based training is that they are often cheaper. There is also flexibility in scheduling to fit around work hours and training can be done in smaller segments making it easier to remember. There is also the ability to learn from experts from around the world. It is also easier to customize computer based training for individuals.
A disadvantage is that learning is for employees who are not computer literate or are not proficient with computers this could be a hindrance to learning capacity.
In the situation where managers avoid delegating projects to people in their groups, this is evidence that there is lack of teamwork. This may stem from a lot of reasons. Since teamwork includes interaction among peers with clear leadership qualities including trust I’m inclined to choose an experiential program or adventure learning to tackle the problem. The use of interactive computer program learning to try and fix this may not be the best way to go as there will not be any interaction with colleagues for team