Numbers of vacancies are not very large adequate

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numbers of vacancies are not very large, adequate, employee records are maintained, jobs do not demand originality lacking in the internal sources, and employees have prepared themselves for promotions. Merits of Internal Sources The following are the merits of internal sources of recruitment: It creates a sense of security among employees when they are assured that they would be preferred in filling up vacancies. It improves the morale of employees, for they are assured of the fact that they would be preferred over outsiders when vacancies occur.
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55 It promotes loyalty and commitment among employees due to sense of job security and opportunities for advancement. The employer is in a better position to evaluate those presently employed than outside candidates. This is because the company maintains a record of the progress, experience and service of its employees. Time and costs of training will be low because employees remain familiar with the organization and its policies. Relations with trade unions remain good. Labour turnover is reduced. As the persons in the employment of the company are fully aware of, and well acquainted wit, its policies and know its operating procedures, they require little training, and the chances are that they would stay longer in the employment of the organization than a new outsider would. It encourages self-development among the employees. It encourages good individuals who are ambitious. It encourages stability from continuity of employment. It can also act as a training device for developing middle and top-level managers. Demerits of Internal Sources: However, this system suffers from certain defects as: There are possibilities that internal sources may “dry up”, and it may be difficult to find the requisite personnel from within an organization. It often leads to inbreeding, and discourages new blood from entering and organization. As promotion is based on seniority, the danger is that really capable hands may not be chosen. The likes and dislikes of the management may also play an important role in the selection of personnel. Since the learner does not know more than the lecturer, no innovations worth the name can be made. Therefore, on jobs which require original thinking (such as advertising, style, designing and basic research), this practice is not followed. This source is used by many organizations; but a surprisingly large number ignore this source, especially for middle management jobs. External Sources DeCenzo and Robbins remark, “Occasionally, it may be necessary to bring in some ‘new blood’ to broaden the present ideas, knowledge, and enthusiasm.” Thus, all organisations have to depend on external sources of recruitment.
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