英国里兹大学论文代写 ：内部招聘的原因
现代人力资源管理实践试图在组织内部招聘员工。内部招聘的原因如下。在公司内部招聘资源更省时。没有必要进行广泛的技能评估过程。公司很了解这个员工。没有必要寻找新的候选人。这提高了程序效率(Moser, 2005)。这种内部招聘的过程确保了组织内的员工感到工作的安全性(Chan, 1996)。除此之外，有研究发现，与内部员工相比，新员工的入学率更低。外部候选人需要时间来理解公司的正式流程。在某些时期，某些职位的就业率很高。在企业更倾向于内部采购的这段时间内，企业缺乏外部资源(Moser, 2005)。这个过程节省了时间。这可以提高生产力和公司的整体士气。外部招聘流程也有很多优势。研究发现，由于外部招聘，这对公司是有益的，可以带来更多的利润和生产率(Compton et al.， 2009)。在内部招聘的情况下，相比之下，公司的选择是有限的。
英国里兹大学论文代写 ：内部招聘的原因
现有雇主将不会面临真正的竞争(Compton et al.， 2009)。研究发现，员工在这些情况下会产生自满情绪。员工也被指责受到偏袒。招聘过程必须是战略招聘过程。招聘过程应该包括结构化、非结构化的行为模型(Compton et al.， 2009)。有必要考虑非结构化的无形因素和过去的行为分析。这将有助于为这个职位选择合适的候选人。三种不同的绩效评估是通过评估员工的生产力到管理目标，绩效评级和战略反馈。通过与管理目标的比较来评估员工的绩效是一个流行的过程。根据个别直线经理对员工进行评级可能是最常用的方法(Armstrong and Taylor, 2014.)。然而，这不能完全是真正的贡献。第三种方法是分析员工对组织的主观贡献。在这个战略评估中，有许多内在的无形的变量在这个过程中被考虑。
英国里兹大学论文代写 ：内部招聘的原因
Modern HRM practices try to recruit employees within the organization. The reasons for internal recruitment are as follows. It is less time consuming in order to hire resources within the company. There is no need for extensive skill assessment process. Employee is well known to the company. There is no need to scout for new candidates. This increases procedural efficiency (Moser, 2005). This process of internal hiring ensures the employees within the organization sense job security (Chan, 1996). Apart from this, it has been observed that new hires joining rate is less when compared to internal employees. It takes time for the external candidate to understand the official process of the company. During certain times for some positions there is high employment rate. There is lack of external resources during this time when internal sourcing is preferred by the companies (Moser, 2005). This process saves time. This is found to boost productivity and the overall morale of the company. External recruitment process also has numerous advantages. It has been found to be beneficial for the companies and post more profits and productivity owing to the external recruitment (Compton et al., 2009).In the case of internal recruitment, it will be found that the companies have limited choice in comparison.
英国里兹大学论文代写 ：内部招聘的原因
There will be no real competition for the existing employers (Compton et al., 2009). It has been found that the employees develop complacency in these situations. Employees are also accused of being favoured. The recruitment process must be strategic recruitment process. This recruitment process should comprise of structured, unstructured, behavioural models (Compton et al., 2009). There is a need to factor in unstructured intangible factors and past behavioural analysis. This will essentially help to select the right candidates for the position. Three different performance reviews are by assessing employee productivity to management objectives, performance ratings and strategic feedback. Reviewing employee performance by comparing with management objectives is one popular process. Rating of the employee by the individual line managers is probably the most used method (Armstrong and Taylor, 2014.). However this cannot be the true contributions completely. The third method is to analyse the employee’s subjective contribution to the organizations. In this strategic assessment there are a lot of intrinsic intangible variables that are considered in this process.