Management: Personnel
[Institution Name]
Hiring and the selection of personnel is a very complex process in any organisation. Normally, every organisation prefers to choose the right person who can help in achieving the organisational goals like mission and vision. The ultimate purpose is to hire those minds that can bring profitability to the company. It is noteworthy that the selection of the right people is not an easy task and many organisations find it difficult too. Such organisations go through less serious procedures of choosing the people who can produce in the right direction. However, some organisations like to follow formal procedures in a disciplined manner to make a right decision .
Different organisations have different criteria to choose the personnel depending upon their need and organisational environment. Following are examples of two different and international organisations selecting the human capital on the basis of three main criteria among others.
- Apple
Apple is a US based company which is well known for manufacturing electronic and digital products like laptops, iPads, iPhones, iPods etc. The company has certain parameters which it considers while making any appointment (Forbes, 2012).
- Visionary Approach
It is important for joining Apple that the prospective employee must have a complete understanding and acceptability of the company’s vision. Apple prefers those who agree with the organisational values and give due importance to it .
- Innovative Approach
Apple is known for its highly innovative products in the world of technology. Therefore, the management of the company is in favour of choosing innovative people with brilliant ideas .
- Integrity
Unlike most American companies, Apple prefers to make only those people a part of its team who have high level of commitment, integrity and loyalty to the organisation. A commitment with the workplace is considered to be a competitive edge retaining the organisational talent .
- Nestle
Nestle is well-known for its high quality food products. Like many multinational organisations, it has certain recruiting parameters and criteria that are followed in any hiring.
- Personal and Professional Skills
Nestle believes in the combination of both personal and professional qualities to develop a long term relationship with its employees. The management prefers to keep the quality staff with itself so that personal attitudes help to improve the professional skills simultaneously .
- Skills Focused
The priority of the company is to choose people purely on the basis of the skills irrespective of their ethnic background and differences .
- Corporate Rules
Nestle is very strict in terms of its corporate rules and prefers only those employees who follow its corporate rules and principles with full devotion .
Advantage of External Hiring
The external hiring for the Store Manager vacancy would bring in the knowledge of competitors to the organisation. It would help in knowing about how the rival firms plan and act in different situations. In this way, without undergoing extra efforts to gather information about the competitive players in the market, a practical solution can be obtained. New comer can identify the lapses in the system as compared to those who have been working in the same system under a constant routine. Moreover, the internal personnel would try to put in more efforts to compete with the outsider developing an environment of healthy competition .
Disadvantage of External Hiring
In case of a store manager from outside, it could be possible that he may take more time to adjust and learn about the new systems. Less knowledge of customers and suppliers may affect the business relationships. The external hire may not be loyal to the company due to a highly competitive and rapidly changing business environment .
Advantage of Internal Hiring
The person from internal sources may know the organisational structure, culture and objectives better than an external hiring. The efforts of the personnel may align well with the organisation’s philosophy due to a clear picture of what is expected of him and how the things would be appreciated .
Disadvantage of Internal Hiring
References
Forbes, (2012a). Forbes. Apple, 1 April, p. 2.
Heathfield, S. M. (2013, January 02). Tips for Hiring Superior Employees: Hiring Employees Requires Planning and Careful Execution. Retrieved from Human Resources: http://humanresources.about.com/od/recruitingandstaffing/a/Tips-For-Hiring-Superior-Employees.htm
Nestle. (2002). The Nestlé Human Resources Policy. Vevey: Nestec Ltd., Human Resources Department.
Sullivan, J. (1999, September 17). The Advantages And Disadvantages Of “External First” Hiring Preferences? Retrieved from ERE: http://www.ere.net/1999/09/17/the-advantages-and-disadvantages-of-external-first-hiring-preferences/
Valtin, P. (02, June 2012). Hiring: Do It the Steve Jobs Way. Peoria Magazines, p. 3.
