Dear All,
I want to gain a deep knowledge about Internal Recruitment Process.
As I am required to make a presentation on how can we work out the same in our organisation.
with regards
Dimple Choudhary
From India, New Delhi
I want to gain a deep knowledge about Internal Recruitment Process.
As I am required to make a presentation on how can we work out the same in our organisation.
with regards
Dimple Choudhary
From India, New Delhi
Dear Dimple,
Some time ago I had come across with the Policy on Internal Recruitment. The same is attached for your reference. I have not read it completely therefore, I cannot offer any comments on the efficacy of the policy.
Thanks,
Dinesh V Divekar
Soft Skill Trainer & HR Consultant
From India, Bangalore
7883Some time ago I had come across with the Policy on Internal Recruitment. The same is attached for your reference. I have not read it completely therefore, I cannot offer any comments on the efficacy of the policy.
Thanks,
Dinesh V Divekar
Soft Skill Trainer & HR Consultant
From India, Bangalore
Dear Dinesh,
Thanx a lot for the attachment that you have sent. But i still have some doubts.
Let me give a situation.
Suppose a company has a Sales Executive - A who has been recently promoted to Senior Sales Executive and after his promotion the company has put an internal job posting for the profile of Territory Manager. A has again applied for this vaccancy.
Note: Company has an yearly appraisal system wherein all the employees (except new joinees) are being appraised in the same month of the year.
Should we consider him for this vaccancy?
If Not then what should be the eligibility criteria for the applicants?
If Yes then what about the promotion that he recently got?
Can you please help me with the above mentioned questions?
Thanks,
Dimple Choudhary
From India, New Delhi
Thanx a lot for the attachment that you have sent. But i still have some doubts.
Let me give a situation.
Suppose a company has a Sales Executive - A who has been recently promoted to Senior Sales Executive and after his promotion the company has put an internal job posting for the profile of Territory Manager. A has again applied for this vaccancy.
Note: Company has an yearly appraisal system wherein all the employees (except new joinees) are being appraised in the same month of the year.
Should we consider him for this vaccancy?
If Not then what should be the eligibility criteria for the applicants?
If Yes then what about the promotion that he recently got?
Can you please help me with the above mentioned questions?
Thanks,
Dimple Choudhary
From India, New Delhi
Hi Dimple,
I just couldn't wait till Dinesh's reply! :P I guess, the position of a Territory Manager is more when compared to that of a Senior Sales Executive. If the person has just been promoted to the position of SSE, then he wouldn't be eligible for the role of TAM coz he wouldn't have the experience.
On the other hand, if the newly promoted SSE is best suited to be the TAM, then I guess, the company could be a bit flexible with their policies,if any, and promote him to be the TAM.
Hope I don't sound confusing and a bit wacky!
Cheers!
Anup
From India, Bangalore
I just couldn't wait till Dinesh's reply! :P I guess, the position of a Territory Manager is more when compared to that of a Senior Sales Executive. If the person has just been promoted to the position of SSE, then he wouldn't be eligible for the role of TAM coz he wouldn't have the experience.
On the other hand, if the newly promoted SSE is best suited to be the TAM, then I guess, the company could be a bit flexible with their policies,if any, and promote him to be the TAM.
Hope I don't sound confusing and a bit wacky!
Cheers!
Anup
From India, Bangalore
Dear Dimple,
I read your reply to my posting. In fact what you need to do is to create well-designed recruitment manual. In this manual you need to mention Job Description, qualification, experience, skills, knowledge (mandatory desirable) etc. With this being done, posting job-listing whether internally or externally will become too easy.
For internal candidates in addition to all other factors, you need to consider the scores of Performance Appraisal too.
Giving second promotion in short span to particular person sounds good but there is another angle to look at too. Other employees should not construe it as favouritism. Their misinterpretation may give birth yet another problems.
As far as my personal view concerned, I am not in favour of second promotion in such a short span.
Thanks,
Dinesh V Divekar
From India, Bangalore
I read your reply to my posting. In fact what you need to do is to create well-designed recruitment manual. In this manual you need to mention Job Description, qualification, experience, skills, knowledge (mandatory desirable) etc. With this being done, posting job-listing whether internally or externally will become too easy.
For internal candidates in addition to all other factors, you need to consider the scores of Performance Appraisal too.
Giving second promotion in short span to particular person sounds good but there is another angle to look at too. Other employees should not construe it as favouritism. Their misinterpretation may give birth yet another problems.
As far as my personal view concerned, I am not in favour of second promotion in such a short span.
Thanks,
Dinesh V Divekar
From India, Bangalore
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