COMPARE AND CONTRAST ESSAY.

Compare and contrast Essay.



Compare & Contrast Essay

This paper will present a discussion that will compare and contrast between two management approaches. In order to maintain consistency and provide the discussion with an associable theme, the discussion will essentially compare internal recruitment and external recruitment practices. In the process, the discussion will shed light on the pros and cons of internal and external recruitment practices as well as their similarities and differences.

Internal recruitment is effective in cases where the organization does not require the integration of an external culture into the organization's infrastructure (Chauncey 2005). In such cases, the use of internal recruitment helps the organization ensure that the individual filling the vacant position is already equipped with the values and modus operandi of the organization, and does not have to start from scratch. Furthermore, the use of internal recruitment allows the organization to save on orientation and training costs. This is a cost characteristic that is almost unavoidable in cases when the organization makes use of external recruitment practices (Alliance for Excellent Education 2004). Internal recruitment also plays an extremely productive role in cases where the organization does not have time to go through the traditional recruitment & selection process and it is essential to fill the vacant position as soon as possible (Boe and Gilford 1992). In such cases, the use of internal recruitment - combined with the organization's human resource management practices for selection - can provide the organization with the human capital when it most needed.

In comparison to internal recruitment, external recruitment tends to take on a significantly different approach (Provanski and Dorfman 2005). Most external recruitment practices enable the organization to bring in new talent and to train it in accordance with the organization's demands from its human capital. In this regard, the efficiency of the organization's recruitment and selection practices has a direct impact on the degree of efficiency that the newly hired employee provides (Bureau of Labor Statistics, U.S. Department of Labor 2006). Furthermore, external recruitment practices also place an extensive degree of reliance on the organization's training and development practices. This is because of the fact that while individuals hired through internal recruitment are already familiar with the organization's corporate culture, external employees will take time to get accustomed to the same and may require special consideration for the duration of the learning curve (Rhoton and Bowers 2003).

Internal recruitment ...