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85 types of internal staffing strategies pure

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8.5Types of internal staffing strategiesPure selection strategy– the most qualified person for each position is chosen. This approach is maximallyresponsive to the organisation.Vocational guidance strategy– places the person in the position for which they are most qualified. This approach ismaximally responsive to the individual.A compromise staffing strategy– The pure selection and vocational guidance strategies for internal staffingrepresent opposite ends of a continuum. The compromise staffing strategy attempts to achieve the best allocationof available employees to fill vacancies while meeting individual and organisational needs. Compromise strategiesthus place people in jobs so that all jobs are filled by individuals who meet at least the same minimum standards ofperformance.8.6Guidelines for the selection of the most effective internal staffing strategiesWhen choosing a strategy, HR managers should consider the following conditions:oThe ratio of openings to applicants;oThe relative costs associated with performance in the position;oThe nature of the interrelationship between jobs.
Selection ratio– (The number of job applicants compared with the number of persons to be hired.)oLarge number of applicants and a small number of poststo be filled (a small selection ratio) the companyis likely to maximise the pure selection strategy.oMany positions to fill and a few applicants(a large, election ratio) In this case a vocational guidancestrategy may help to attract the few eligible individuals to the organisation or convince those already in theworkforce to stay.oEqual number of openings and applicants, the compromise strategy will optimise the classifications andplacements for both the individuals and the organisation.Performance costs– If performance errors are extremely costly to the company, a pure selection strategy based onscores with maximum validity will ensure that the best person is placed in the job.Type of Job– jobs that are successive and have dependent operations, the best strategy may be to select a numberof groups with the same output rates, e.g. slow, medium and fast, rather than force three groups to work at the rateof the slowest worker.8.7Various approaches to internal staffingInternal staffing is also intended to increase the organisation's effectiveness.Employers hope to motivate employees to acquire new skills/competencies and thus to retain employees who havealready acquired substantial knowledge of the business and its environment.Internal staffing is designed with two objectives in mind:oOrganisational effectiveness;oEmployee satisfaction and commitment.Various types of internal moves:Promotion - Upward internal moves in an organisation that usually involve great responsibility and authority alongwith increases in pay, benefits and privileges.

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