Conversion Of Internal Recruitment As Strength In Human Talent Management

Conversion of internal recruitment as strength in human talent management

Introduction

Through the following test we will analyze internal recruitment as a strength in human talent management, that is, the success and effectiveness of organizations is based on the contract or recruitment of their staff to work, highlighting their skills with social interaction and work in work inTeam through the present factors we can form a good work environment.

The recruitment is carried out based on the needs of organizations, so that a cost that the dam will have the obligation to meet, the selection of the personnel will be enclosed together through interviews and studies of verbal or bodily languages taking into account thatIn his hand is the profitability and effectiveness of his work personnel.

The existence of vacancies within a work team has to be taken into account because it causes disadvantages and the Human Resources Department has its important role in these decisions, either the relocation of positions or promotion of the staff of the same working group.

Developing

When internal recruitment becomes a strength in human talent management?

The success in organizations depends in a great magnitude of the quality of the personnel working in the company, therefore, recruiting employees with the essential and necessary skills add great value to the company and also hire workers with a salary that the company canpaying will reduce costs by adjusting to their economy, therefore, employees must be carefully selected by the Human Resources Department.

According to (Raymond A. Noe, 2008), mentions that: "Recruitment consists of a set of techniques and procedures that seek to attract qualified candidates and capable of occupying positions within the organization".

In other words, before selecting company candidates, he recruitIn the organization, recruitment is not only external, but also internal, that is, within the company, employees are relocated.

The recruitment is internal when, having a certain vacancy within the same organization, the company tries to fill it through the relocation of its employees, which can be promoted to higher positions or transferred to another department of the same level or transferred with promotion. Internal recruitment may involve: personnel transfer, personnel promotion, personnel promotion, personnel development programs, career plans for staff. (Idalberto Chiavenato, 2007)

Generally, when companies decide to carry out an internal recruitment, this generates among the employees the desire to be chosen, therefore, their productivity will increase until they reach the position they want to take possession, likewise, the company will have committed and committed employeesWith their work, that they are always suitable for developing and occupying the position they aspire.

When collaborators decide to be candidates for the vacancy offered by the company, according to (Rodríguez Sánchez & Calcerradtraining and learning " .In other words, the important thing is that the applicant has a good attitude that benefits the work environment and is always developing for the programs offered.

Among the advantages of internal recruitment, the low economic cost generated by the company, the skills and knowledge of the worker can be mentioned, and they are already known and therefore the employee does not need time adaptation to the organizational culture, among theDisadvantages are necessary for the company to have a personnel with potential development and that conflicts can arise between employees who aspire to occupy the position. (Romero Delgado, 2016)

In the words mentioned above, companies when making the decision of internal recruitAmong the disadvantages any other person outside the company with the highest productivity could occupy the position and would not do so. Therefore, the Human Resources Department in addition to solving the problems that arise with employees are responsible for the administration of the talent of each of them and locating them strategically in the area that corresponds to them to improve the productivity of the company.

To create value and achieve the objectives established by the company, the Human Resources area must locate not only the activities of the work to be carried out, but also the goals and results that allow it to designate the functions and activities to the people of the organization, theGoals together with the main functions of the area must be strategically focused in the long term to the short -term operational. Human resources professionals must learn to be both strategic and operational and, simultaneously, focus on the long and short term. The activities extend from the administration of processes to the administration of human capital. (Chiavenato, 2009)

Therefore, it should be noted that the correct administration of human talent within the company is indispensable, the company to locate its employees well not only for their academic knowledge but also for the attitudes that do not present them to the jobs, theEmployee development is very important not only for the company but also for them, since when developing it generates competitiveness among employees, having an efficient company with productive employees, who work to be better in the roles commissioned by the company.

It is convenient to point out that finding the right person does not necessarily imply selecting the best talent, the recruiter must discern the best for the organization, knowing that he who enters must be prepared and suitable for exercising the new role. Thus, for example, you can meet candidates who exceed their expectations, even willing to take the load of a position for which it is qualified;However, they will not necessarily be the ideal. Or what to say, of those candidates that despite covering the technical requirements of the position in fullness, but do not have adaptability or practice with the context in which they will perform. (Armas Ortega, Llanos Encada, & Traverso Holguín, 2017)

Therefore, the choice of internal personnel who fill the jobs must be carefully, so that it does not affect, both the organizational culture of the company, due to the problems that may arise among employees, as it can also affectthe company itself, generating the decrease in productivity because of the aforementioned above. In other words.

conclusion

In organizations that exist cracks or vacancies who is the disadvantage of not meeting the proposed objectives of the work profile, resulting in the low productivity and development within the work team, it is essential that the Human Resources Department conduct a study of a study ofYour work team and evaluate the needs of labor profiles to take into account internal recruitment for greater adaptation to changes and organizational culture.

Bibliography

• Romero Delgado, J. (2016). DSPACE.umh.it is. Obtained from http: // dspace.umh.ES/BITSTREAM/11000/3973/1/TFG%20ROMERO%20DELGADO%20JORGE%20JUAN.PDF
• Ortega weapons, and., Llanos Encada, M., & Traverso Holguín, P. (2017). Human talent management and new work scenarios. SAMBORONDÓN: ECOTEC UNIVERSITY.
• Chiavenato, i. (2009). Human talent management. Mexico: McGraw-Hill/Inter-American Editores, S.A. Of c.V.
• Idalberto Chiavenato. (2007). Human resources management. Mexico: McGraw-Hill/Inter-American Editores, S.A. Of c.V.
• Raymond a. Noe, j. R. (2008). Human talent management as a competitiveness tool in companies. Webquery.UJMD.Edu.SV, 14.
• Rodríguez Sánchez, J., & Calcerrada Serrano, S. (2020). The importance of managing the recruitment, selection and socialization process. Spaces, 18.