The global economy has seen a plummet, and organizations are trying to put their thinking hats on, to find ways to ride out the storm. When cost cutting has been seen in every department, and the employment opportunities looking bleak, many companies have even frozen recruitment. But then still there are potential openings in organizations and HR departments try to fulfill these vacancies with minimal recruitment spend, so that they can counter the recession as well as align their recruitment strategy on lines with the organizational strategy.
One of the recent approaches to filling such vacant job openings has been the process of internal job postings. This is an interesting concept as this can allow many companies to refrain from the least preferred approach of lay offs. In this approach, companies advertise within the company using intranet, mailers, newsletters etc that there are certain vacancies within the organization and the skill sets required for the particular job. On seeing the announcement, employees can apply for that vacancy, if they have the required skill set and would be finally selected by various procedures. This method can help to reduce the recruitment cost by around 70% which will benefit the company in countering the downturn.
There are some more inherent advantages to this approach. There would be many employees within the organization who feel that their current job is not motivating enough and would require a change. There would be some talented employees who are currently placed with a wrong job. So this approach can help such kind of employees to find a better job within the organization and thereby pursue a better career for themselves. This is a big morale booster and can motivate the employees a lot, thereby increasing the productivity of the company.
However, there are some concerns, like the fairness in the selection process. Some employees can use their contacts to politically influence the process, thereby spoiling the whole purpose of this exercise. This concept, though, is slowly catching up in India, especially in IT firms, which have seen a round of retrenchment processes in the recent past.
This approach can also put a big break to employee turnover, thereby helping the organization to retent its key employees. But at times some managers would not prefer some good employees under them to be transferred to a different department. So there can be a pressure from line managers to prevent such a transfer. So the internal transfer policy should be documented in such a way as to prevent such hassles.
One way to prevent such a problem is to alert the manager when an employee under them has applied for a vacancy. This can help them in planning against a potential threat. But this can act disastrous as well. The managers can be dissatisfied at this move of an employee, and probably think that the employee is not satisfied and thus can adversely try to affect the appraisal of the employee. This is a potential threat in many organizations which coerces the employee to plan his career move secretly. If such problems are solved, this policy can act as a blessing in a downturn.
One of the recent approaches to filling such vacant job openings has been the process of internal job postings. This is an interesting concept as this can allow many companies to refrain from the least preferred approach of lay offs. In this approach, companies advertise within the company using intranet, mailers, newsletters etc that there are certain vacancies within the organization and the skill sets required for the particular job. On seeing the announcement, employees can apply for that vacancy, if they have the required skill set and would be finally selected by various procedures. This method can help to reduce the recruitment cost by around 70% which will benefit the company in countering the downturn.
There are some more inherent advantages to this approach. There would be many employees within the organization who feel that their current job is not motivating enough and would require a change. There would be some talented employees who are currently placed with a wrong job. So this approach can help such kind of employees to find a better job within the organization and thereby pursue a better career for themselves. This is a big morale booster and can motivate the employees a lot, thereby increasing the productivity of the company.
However, there are some concerns, like the fairness in the selection process. Some employees can use their contacts to politically influence the process, thereby spoiling the whole purpose of this exercise. This concept, though, is slowly catching up in India, especially in IT firms, which have seen a round of retrenchment processes in the recent past.
This approach can also put a big break to employee turnover, thereby helping the organization to retent its key employees. But at times some managers would not prefer some good employees under them to be transferred to a different department. So there can be a pressure from line managers to prevent such a transfer. So the internal transfer policy should be documented in such a way as to prevent such hassles.
One way to prevent such a problem is to alert the manager when an employee under them has applied for a vacancy. This can help them in planning against a potential threat. But this can act disastrous as well. The managers can be dissatisfied at this move of an employee, and probably think that the employee is not satisfied and thus can adversely try to affect the appraisal of the employee. This is a potential threat in many organizations which coerces the employee to plan his career move secretly. If such problems are solved, this policy can act as a blessing in a downturn.
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