A COMPANY'S UNIONIZATION PROCESS

A Company's Unionization Process

A Company's Unionization Process

Introduction

Recruitment is a process that varies according to the organization. It consists of a set of techniques and procedures designed to attract qualified candidates potentially able to occupy positions within the organization. To achieve its mission, recruitment must attract enough candidates to supply the selection process. Also, is carrying out activities related to research and intervention in the sources capable of providing the company a sufficient number of people to achieve objectives?

Pros and Cons of Internal and External Recruitment

Pros of internal recruitment

It's cheaper for the company, as it avoids ad spending for the press and recruitment company's fees, costs of receiving candidates, admission fees, costs of integrating the new employee, and so on (Werther, 2003).

It's faster, it avoids the frequent delays in external recruitment, the expectation for the day to be published press release, waiting for the candidates, the possibility that the chosen candidate is required to work during the notice period in their current employment, the natural delay of the process of admission, and so on.

A higher rate of validity and security, as is already known to the candidate, was evaluated over a period and underwent the concept of its leaders and needs no trial period - in most of the time-integration or induction organization or comprehensive information about it. The margin of error is significantly reduced due to the volume of information that usually brings the company about its employees (Banfield, 2008).

It is a powerful source of motivation for employees, because they envision the possibility of progress in the organization, thanks to the opportunities available to those with conditions for future promotion. When the company develops a coherent internal recruitment, staff stimulates the desire for self-improvement and constant self-evaluation aimed at improvement opportunities and creates them (Banfield, 2008).

Take advantage of company investments in training people who often only pays off when the employee happens to occupy higher positions and complex.

Develop a healthy competitive spirit among the staff, bearing in mind the opportunities offered to those who demonstrate conditions to deserve.

Cons of internal recruitment

The internal recruitment has some disadvantages:

Requires that new employees have development potential for up-at least at certain levels above the position they will occupy, and motivation to get there. If the organization does not offer advancement opportunities at the right time, you risk frustrating employees in their ambitions, which creates empathy, indifference or withdrawal of the organization to seek opportunities elsewhere (Werther, 2003).

Can generate conflict of interest because the growth opportunities in the organization tend to create a negative attitude among employees that fail to demonstrate these conditions or opportunities. When it comes to bosses who do not get any promotion in the organization or that have potential for development, they place personnel with limited potential in the lower positions to avoid competition in the future, or "slow" performance and aspirations of the subordinates that could surpass in the future (Nelson, 2002).

When performed continuously, can lead employees to limit the policy and guidelines of the organization, ...