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16 Cards in this Set
- Front
- Back
- 3rd side (hint)
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Internal staffing program ISSUES |
1. Employee dissatisfaction 2. Increasing job security concerns 3. Changing employee attitudes & concerns 4. Employment equity issues 5. Labour union presence |
Employee Increasing Changing Employment Labour |
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1. Employee dissatisfaction |
Desire efforts to be appreciated.
Perception of few opportunities despite co. success due to absence of internal staffing program
Frequent lay-offs
Overlooking existing emps for promos
Co. needs proper ISP |
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2. Increasing job security concerns |
Business have been forced to rethink the way they do business.
Re-structure and cut down staff to adjust to challenges.
Employees take low level jobs as personal sacrifice.
Co. respond by: avoiding over hiring retraining employees (obsolete) educating employees (flexibility) developing ISP |
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3. Changing employee attitudes & concerns |
Reluctant to accept transfers due to cost of relocation
Higher educated emps request info on promo opportunities and their requirements |
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4. Employment equity |
Obtaining employment for designated group members requires ISP.
Due to EE requirements its easier to fill vacancies externally due to lack of talent among existing emps. |
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5. Labour union presence |
Ensure co. pays attention to issues such as affirmative action.
Also notifying emps of vacancies and giving them opps to bid for them. |
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ADVANTAGES |
Employers maintain closer control over skills and work habits
Proper performance and career management results in gradually preparing emps for complex position without overburdening them
Saves time and money
Employers have more detailed info of internal employees
Increases employee satisfaction and commitment
Contribute to org bottom line |
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Requirements for effective internal staffing |
- monitor emps closely to id skills and development needs
- emps must be flexible to move in org and be better utilised
- provision made for multi skilling
- ensure internal equity exists
- top and line man involved and committed to ISP |
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MOVEMENT OF EMPLOYEES IN ORGANIZATIONS |
1. Promotion 2. Demotion 3. Transfer 4. Lay-offs 5. Downsizing/retrenchment 6. Resignations & dismissals 7. Retirement |
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1. PROMOTION |
reassignment to a higher level job.
Higher demand i.t.o. skills and responsibilities
More authority & better pay benefits
Closed and open promotion systems (supervisors id employees or employees can apply themselves). |
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2. Demotion |
Reassignment to lower level position
Less pay and fewer skills needed + less responsibilities
Due to mergers, financial situation or inability to perform job. |
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3. Transfer |
Reassignment to similar job
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4. Lay-offs |
Unpaid leave due to down turn in economy
Recalled once situation improves |
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5. Downsizing/retrenchment |
Reduction of size of org workforce |
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6. Resignations & dismissals |
Termination of employment contract
Voluntarily resigning Dismissal on grounds of incompetence or misconduct
Quitting refers to an employee not giving proper notice |
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7. Retirement |
Due to age, years of service or ill health |
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