Internal Hiring: Bobb's Promotion Dilemma - Essay Sample

Introduction

When businesses expand, new roles and assignments are created, forcing organizations to start recruiting new and qualified talents or promote from within. Internal hiring occurs when firms source and promote existing workers for vacant job positions. Promoting within a company is, at times, challenging for managers as they have to make tough decisions selecting between highly skilled and devoted employees and undiscovered talents in the job market (Sweeny, 2013). The case revolves around Bobby Bret, a highly dedicated and committed junior accountant at Crystal Productions whose career ambitions have not been met after five years with the firm. Despite having an excellent performance record, Bobby has never been promoted to a senior position as the organization’s management fills vacant positions by people hired from outside the firm. Bobby’s complaints to the company’s controller were legitimate, and the firm ought to be responsible for providing training and development programs to improve internal hiring.

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Are Bobby’s Complaints Justified? Role of Crystal Productions in Training and Development

Bobby’s complaints are justified. Bobby has worked for Crystal Productions for five years, and during this period, he has performed beyond expectations and demonstrated his dedication and ability to meet the company’s goals and vision and mission statements. For example, he related well with his colleagues, and his performance appraisals were excellent. This kind of performance indicates that Bobby was ready for more responsibilities within the firm. Moreover, if an employee functions beyond expectations, an employee should offer a promotion as a sign of excellence (Jane, 2017). When Bobby complained about the lack of a promotion, the controller informed him that the company’s management considered the qualifications for each job before deciding to hire. Most probably, Bobby was not hired for senior positions because the company did not develop his skills to meet the requirements of high-ranking roles. Thus, Crystal Productions’ management should have invested in employee training and development programs to allow workers, such as Bobby, to improve and perfect their skills and qualify for promotions.

Advantages and Disadvantages of a Promotion From Within Policy

Effective organizational policies are directly related to success. An internal hiring policy ensures that organizations recruit employees who have developed a robust knowledge of corporate culture, processes, methodologies, and have numerous relationships within a firm (Krell, 2015). These workers are familiar with people in their teams and know the content and context of their roles. As a result, a transition is smooth as internal hiring eliminates the chances of hiring people who require onboarding, orientation, and even training and development. On the other hand, hiring from within limits an organization’s pool of applicants and may prevent the hiring of persons with the appropriate skills and ideas. Furthermore, internal recruitment leaves a void that needs to be filled by external hiring, and, in some cases, this scenario might disrupt business operations (Bika, n.d.). Therefore, reasonable judgment should be applied when a company’s management considers hiring internally.

The First Step of Creating an Internal Hiring Policy

Recruiting from within is an excellent approach to retaining valuable skills and nurturing their skills and knowledge. The first step in developing this process is conducting a needs assessment. This process will entail analyzing whether a company unnecessarily holds employees back from advancing their careers in instances where they qualify for a vacancy (Richards-Gustafson, n.d.). Once a need or a problem is established, a qualified team of experts is created to develop the regulation. The committee should comprise an organization’s chief executives, all departmental managers, employees, shareholders, and some members from employee unions. Preparing for the implementation of the policy would entail communicating change to all stakeholders and explaining the rationale and purpose of the new policy. Moreover, sensitizing the affected people about the advantages of the policy will enhance a smooth transition (Kotter & Schlesinger, 2008). Hence, stakeholder involvement and effective communication strengthen the integration of change in an organization.

Desired Goals and Outcomes of This Policy

Organizational policies are implemented to serve the best interests of a firm’s stakeholders. One of the desired outcomes of the internal hiring rule is to increase employees’ productivity, which will, in turn, bolster profitability. Recruiting from within improves workers’ motivation to contribute diligently towards growth. When employees know that their companies offer a potential career path, they are more likely to become committed to the attainment of organizational goals. A company’s management would also have an easy time managing employees as internal recruitment lowers onboarding time required for starters and eliminates disruptions in corporate operations. Thus, this policy would potentially benefit employees and management.

Summary of the Impact of the Changing Workforce on the New Policy

The changing workforce demands competitive salaries, excellent working conditions, and well-defined career opportunities. The new policy creates a career path from entry positions to top managerial hierarchies. As a result, the changing workforce would welcome the new policy and await its effectiveness.

Summary of the Hiring from Within Policy

This company is committed to investing in its employees and help them advance their skills, gain experience, and expand their knowledge in various areas while working with the firm.

Conclusion

Companies must hire new candidates to occupy vacant positions and contribute to the attainment of organizational success. Internal hiring, which entails recruiting existing employees for job openings within a firm, is one of the approaches used by managers. However, some companies, such as Crystal Productions, prevent qualified employees, including Bobby, from progressing their careers. The company does not operate hiring from within policy and does not train and develop its current workforce to meet the qualifications for managerial job openings. Organizations should implement internal recruitment policies and equip themselves with employees who require little or no less induction as they are aware of what is expected of them. However, such firms must be prepared to deal with the challenge of a limited pool of applicants.

References

Bika, N. (n.d.). The advantages and disadvantages of internal recruitment. Workable Technology. https://resources.workable.com/stories-and-insights/advantages-disadvantages-of-internal-recruitment

Jane, M. (2017, September 26). Employee promotion $ performance appraisal. Bizfluent. https://bizfluent.com/info-7864603-employee-promotion-performance-appraisal.html

Kotter, J. P., & Schlesinger, L. A. (2008). Choosing strategies for change. Harvard Business Review. https://hbr.org/2008/07/choosing-strategies-for-change

Krell, E. (2015, January 7). Weighing internal vs. external hires. SHRM. https://www.shrm.org/hr-today/news/hr-magazine/pages/010215-hiring.aspx

Richards-Gustafson, F. (n.d.). Steps in a successful internal recruitment process. Chron. https://smallbusiness.chron.com/steps-successful-internal-recruitment-process-15527.html

Sweeney, D. (2013). 4 benefits of promoting within instead of hiring new employees. My Corporation. https://blog.mycorporation.com/2013/02/promoting-within/