Question

1-What are the advantages and disadvantages of internal and external recruiting? Under what circumstances is each more appropriate?

2-Why is the formal training of workers so important to most employers? Why don't employers simply let people learn about their jobs as they perform them?

3-What different forms of compensation do firms typically use to attract and keep productive workers?

4-Why do workers in some companies unionize whereas workers in others do not?

Answer 1

1. Internal recruiting advantages

No need to teach the culture and the nature of the business

Builds morale and motivation for other employees who see peers being promoted Internal recruiting

disadvantages

May lead to fewer new ideas

Creates other openings in the company that need to be filled

May create resentment among other employees who are not promoted.

External recruiting advantages

Brings new ideas and expertise

Increases workforce diversity

May bring new information about the competition and the marketplace.

External recruiting disadvantages

May create training costs and temporary efficiency loss

May decrease morale among current employees

May create friction regarding salary differences if the outsider is more highly paid .

An advantage of external recruiting is that you get a fresh faced with a fresh perspective. A disadvantage of internal recruiting is that the employee will probably want more money and a disadvantage of external recruiting is that it costs more money to hire and train a new employee

Internal recruiting is more appropriate when there are many qualified internal candidates, while external recruiting is more appropriate when there is a need for fresh thinking and greater diversity.

2. Employers need to ensure that workers are performing their jobs correctly and efficiently in order to prevent costly errors. Also, in order to be socially responsible to employees, suppliers, shareholders, and customers, firms must train their workers in the latest technology, the most efficient production processes, and the nature of the industry.

3. Individual incentives may include bonuses, merit pay, or pay-for-performance. Company-wide incentives include profit-sharing plans, gain-sharing plans, and pay-for-knowledge plans. Mandatory benefits include Social Security and workers compensation insurance while optional benefits include health and life insurance, stock purchase plans, retirement programs, and family-friendly benefits such as flextime, subsidized cafeterias, subsidized or free child care, sick days, vacations, employee recognition awards, etc. A company’s compensation system is the financial rewards given by the organization to its employees exchange for their work. Wages are the hourly compensation paid to operating employees. Salary refers to compensation paid for total contributions, as opposed to pay based on hours worked.

4. workers in some companies unionize whereas workers in others do not because as Compensation, working conditions, and the demographics of the workforce influence whether or not workers opt to unionize. benefits to join union are Higher Wages, Collective Bargaining and Workplace Safety and also you have your representatives.