Here comes the Senior Manager Quality, Sneha Mehta, a young achiever. If she looks back, down the line to her career path. It is just been six years of her tenure in this company. It has been a great leap from an executive to Senior Manager Quality. She joined, when she was just a graduate, but she performed extraordinarily and that is how, she kept on ringing the bell perfectly in time by minting the maximum possible opportunities available within the company. The life line to this marvelous growth path was Internal Job Postings. It seems to be a perfect anecdote of a successful growth path catalyzed by the Internal Job postings (IJP).
Now lets’ discuss what exactly IJP means? It is an internal Hiring Program, which is designed for the existing employees of a company to choose their areas of interest and switch to different jobs, within the same company. By this, an employee gets a new job profile in the same office. : This community believes that office & work issues can be best resolved with careful assimilation and examination of varied opinions. It as emerged as a strong tool to curb rising attrition rate in a condition, where employees want to upgrade their qualification. An accurate and a spot on performance oriented initiative by HR to ensure Employee Retention. it is a complete win-win situation for both, employees and employers. It rewards the experience and loyalty of the employees towards a company but one has to function, inline with the pre-requisites as it is not that easy. It can be a horizontal or a vertical movement depending on the situation. Horizontal movement refers to the movement on the same level but in the different area however vertical movement refers to upward movement or simply the hierarchical movement.
It facilitates the management to select a suitable person for a specific role within the same company, which can be accomplished easily because the management knows the strengths and the opportunity areas of his employees, as the candidate has already been judged on different parameters during his tenure. IJP(s) gears up the human resources to maintain the productivity at optimum level. This is to assist employees to reach their career goals, through internal promotion and transfer opportunities. It enables current employees to apply for any position available, within company. The best side of the story is that the position is not available for any outsider. It certainly generates a sense of belongingness in employees towards the company and hence they will be reluctant to switch to any other company. If an employee wants to switch to some other job, he would look forward for two benefits namely hierarchical growth and the other is monetary benefits and IJP(s) equip you with both these factors along with the bonus of a comfort zone of the same company. This enables improved employee motivation, e-sat and also provides an efficient, user friendly process that reduces the internal hiring time and joining formalities.
This cites how one can enhance ones’ qualification by attending different In-house training programs. The ultimate panacea is Distance Learning Programs. To encourage this and of course to retain the employees, many companies have their tie ups with different institutes so that the employees can enroll themselves with the required course. Certain percentage of fees is subsidized by the company. Performance management of employees can also be materialized by accrediting comparatively better subsidy to performers. This can also act as a strong motivator and moreover a healthy competition can be promoted amongst the employees.
Many courses are available in the market, which provide benefits to both employers and employees. Employees increase their knowledge, value to the company, and often their level of responsibility. This often leads to an increase in pay and/or benefits. Employers gain the services of a more highly trained employee, and save money on outsourcing costs. Both sides gain from the flexibility offered by distance learning. Recent trends show the companies are encouraging more and more employees for distance learning programs. A strong potential and better educated workforce can certainly be created through this. Management is even prepared to assist capable employees to improve their skills while still retaining them in the workplace.
So how does an employee come to know about an opening in his/her own company. Companies have their own way of floating an Internal Job Posting. It can be communicated via company’s intranet, mailers, corporate website, notice boards and monthly newsletters. Mails are also circulated to ensure that all employees are well informed about the postings
It is a reward and has to be monitored skillfully so that no non deserving candidate is promoted on the grounds of any kind of discrimination or out of sheer nepotism. At times it happens that a particular manager wants to promote a candidate because of his personal motives so the HR must keep a close check on such malpractices. The HR team must check any sort of anomaly to avoid any kind of disputes and the recruitment must be justified.
To be ahead in the race the employees must:
• Volunteered to do projects over and above ones Key Responsibilities Area.
• Worked overtime to meet the deadlines.
• Taken extra care to learn about the ''nuts and bolts'' of the company for which one works in order to gain perspective on where exactly one fits in the equation.
• Performed research about your company’s competitors and the well-being of the industry in general.
• Shared best practice.
• Initiated something yielding better production considering the economical aspect
• Kept apprised of current events of the industry.
• To know the position and its challenges before you are going to apply for.
Last but not the least; one must be able to quantify the work which he has done because management trust God for everything else they need data. So evaluate the work done during the tenure, quantify the quality and then demand the promotion.
Track records reveal that most of the big guns largely depend on internal job postings for getting the right talent with changing time. Now-a-days it is considered as the most preferred way of recruitment for various reasons. Though the concept of internal job posting is not a new one, however it has gained momentum due to increasing competition in the market. This has the cost saving advantage also which is achieved by minimizing the redundant steps in of the hiring process.
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