Hr-Employee Hiring and Training

Employees Hiring:

Internal Candidates -

Spending the money to train an existing employee for a promotion often pays off. Much of the risk of hiring is mitigated because the employer already knows the employee. The employer has experience with the employee's work ethic, ability to work with others and problem-solving skills. Current employees often cut down the learning curve because they understand the company, the way it operates, what it sells and the management structure. In companies with highly specialized products or services, this can cut down on the ramp up time needed to get a new hire up-to-speed. Hiring from inside also reduces the hard costs of hiring. These include the time involved in background checks, setting up payroll, signing up for healthcare and other internal benefits, and other administrative set up costs. An internal candidate also doesn't incur moving and relocation costs, which are sometimes paid for by the employer.

External Candidates -

Bringing in someone from the outside adds something to the company that an internal candidate cannot: new knowledge and skills. External candidates may have experience with new ways to operate or a new perspective. The knowledge they bring with them adds to the company's overall intellectual capital. A new fresh face can often energize a tired and unmotivated workforce and improve the overall productivity in a company.

Employers often hire from the outside when they are looking for significant changes to their operation. Hiring away from a competitor gives employers insights into the industry they may not have acquired otherwise. It also gives employers a focus for changes in strategic direction.

Training:

Employee training is essential for an organization’s success. Despite the importance of training, a trainer can encounter resistance from both employees and managers. Both groups may claim that training is taking them away from their work. However, a trainer can combat this by...