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16 Cards in this Set

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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

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

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

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

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.

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.

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

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

MOVEMENT OF EMPLOYEES IN ORGANIZATIONS

1. Promotion


2. Demotion


3. Transfer


4. Lay-offs


5. Downsizing/retrenchment


6. Resignations & dismissals


7. Retirement

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).

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.

3. Transfer

Reassignment to similar job


4. Lay-offs

Unpaid leave due to down turn in economy



Recalled once situation improves

5. Downsizing/retrenchment

Reduction of size of org workforce

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

7. Retirement

Due to age, years of service or ill health