Importance of Recruitment and Selection in leading to Progression of the Organization Dr. Radhika Kapur Abstract

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Seligman-Martin-Flourish-Ch-1, iift, Syllabus - Stenographers, IBPS RRB SYLLABUS 2021, THE HAPPINESS AND HUMAN STRENGTH A POSIT
Merits of Internal Sources
The merits of internal sources have been stated as follows: (Chapter – IV. Recruitment and Selection Process, n.d.).

  1. The employees remain pleasurable, contented and in high morale.

  2. It creates a sense of security among employees. When they continue to remain employed within the same organization, they do not have to be concerned regarding looking for employment opportunities outside and feel safe and secure.

  3. Employees are well-aware that they stand the opportunity of promotion to higher positions. This induces them to work harder so as to prove to their effective growth and development.

  4. Internal recruitment ensures continuity of employment and organizational stability. The human resources are well-aware of all the aspects of the organization. Hence, they do not have to be concerned in terms of enhancing knowledge in terms of history, departments and personnel.

  5. Prospects of transfer to new posts inspire employees to augment their knowledge on continuous basis. In this manner, they are able to acquire experience as well, which promotes their development. Therefore, working towards honing their knowledge is regarded as one of the essential aspects in leading to progression.

  6. Filling of the vacancies from internal source is stated to be quite economical and convenient. The organization does not have to spend any time on advertisements, tests, and interviews. The reason being, the employers are well-aware of skills, competencies and aptitude of the employees. There is not any need for orientation of the employees for preparing them for the new job.

Demerits of Internal Sources
The demerits of internal sources have been stated as follows: (Chapter – IV. Recruitment and Selection Process, n.d.).

  1. The present employees may not be completely qualified and possess the essential skills and abilities that are required for the new job. The required talent may not be available among the present staff. Hence, due to this limitation, the employees may not be able to carry out their job duties in accordance to the organizational goals and objectives.

  2. All vacancies cannot be filled through the internal sources. The enterprise has to depend upon the outside sources for employment opportunities at the entry level. Therefore, they need to be aware that recruitment of new employees will enable the individuals to carry out their job duties in a well-organized manner.

  3. Internal candidates acquire familiarity with the working patterns, methods and approaches that are necessary to carry out the tasks in a well-organized manner. But they may lack originality and fresh outlook. Therefore, internal recruitment involves refinement of ideas and viewpoints.

  4. The method of internal recruitment narrows the choice and does not make provision of opportunities to the outsiders to apply for jobs. In this manner, other individuals are unable to make use of their skills and abilities in contributing effectively towards well-being of the organizations and communities.

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