how competence is integrated in the philippine civil service in terms of recruitment , selection and placement?
1. how competence is integrated in the philippine civil service in terms of recruitment , selection and placement?
Answer:
A competency is often defined as a set of observable, measurable, and vital skills, knowledge, and attitudes that are translations of capabilities deemed essential for organizational success.
Explanation:
not sure
2. no placement fee is paid to the recruiter translate in tagalog
Answer:
walang bayad sa pagkakalagay na binabayaran sa nag-recruit
correct me if im wrong
3. differentiate internal recruitment from external recruitment.
Internal Recruitment happens when the organization would hire a person belonging within their ranks while External Recruitment happens when the organization would hire a person outside from their organization.
Internal Recruitment usually happens when the organization will promote or transfer an employee to a new position. External Recruitment usually happens when the organization will hire a new employee from another company and usually through an extensive hiring process using print media or employment fairs.
4. what is the most effective internal recruitment or external recruitment?
Answer:
It's cheaper and faster to recruit staff internally than it is externally as it leverages employees that you already have. Internal recruitment promotes loyalty and can even improve employee morale as it serves as a reward for existing employees
5. differentiate internal recruitment from external recruitment
Answer:
Internal recruitment is a process in which employers look to fill the position from within its company. External recruitment is when employers look to fill the vacancy from any suitable applicant outside the company.
Explanation:
I Hope It Help you
6. it is the process of putting the right person in the right position from the recruitment and placement training and development of personnel
Answer:
Staffing process helps in getting right people for the right job at right time. The function of staffing helps the management to decide the number of employees needed for the organization and with what qualifications and experience. Staffing process helps to improved organizational productivity.
7. what are the disadvantages and advantages of internal recruitment
What are the disadvantages and advantages of internal recruitmentRecruitment is not just an easy task, for the success of the organization is dependent on its people chosen. An organization has a two option in hiring their employees, it could be either internal recruitment and internal recruitment but no matter what the employer may use it will still have disadvantages and advantages and these are as follows:What is internal recruitment?Internal recruitment is hiring people inside the organizations premises instead of hiring outside. Advantages of internal recruitment
1. It is less costly
2. The candidate is already knowledgeable and oriented to the organizations culture.
3.They are already tested and known in the organization when it comes to their performances and behavior.
4.It is helpful to enhance the motivation and employee morale.
5. Good performance is rewarded.
Disadvantages of internal recruitment1. It perpetuates the old concept of doing things.
2.The current work of the applicant is can be affected.
3. Politics play a better role.
4.Moral problem for those not promoted.
Related links:
What are the disadvantages of external and internal recruitment?
brainly.ph/question/10301364
brainly.ph/question/8557950
brainly.ph/question/10351080
#Letsstudy
8. internal recruitment
Internal recruiting is the process of filling vacancies within a business from its existing workforce.
Answer:
Internal recruiting is the process of filling vacancies within a business from its existing workforce. This is unlike external recruiting, when a business looks to fill vacancies from outside. In a year where the recruitment landscape has looked very different, internal recruiting can be a great way to fill roles, fast.
Companies today use internal recruitment to fill roles in their business that are best suited to having an insider’s view or knowledge, as well as encourage loyalty and a sense of progress for employees. Internal recruiting is an important aspect of any business as it can save time, money and resources when compared to recruiting externally.
Explanation:
hope it helps you
brainliest po,thanks
SARANGHAE
9. . Differentiate Internal and External Recruitment
Answer:
here.
Explanation:
Internal recruitment is a process in which employers look to fill the position from within its company.
External recruitment is when employers look to fill the vacancy from any suitable applicant outside the company.
Answer:
●When vacancies are filled with existing employees of the organization then it is called an internal source of recruitment. When the candidates are invited from outside the organization it is called an external source of recruitment. It includes Promotion, Transfer, Employee referrals.
Explanation:
please mark me if it's helpful :)
10. Which do you think a company prefers in recruiting applicants? Is it internal or external recruitment and why?
Answer:
It's cheaper and faster to recruit staff internally than it is externally as it leverages employees that you already have. Internal recruitment promotes loyalty and can even improve employee morale as it serves as a reward for existing employees.
11. refers to the recruitment placement and training of qualified personnel to do the organizations work?
can u tell me what grade r u for the answer
12. what are the disadvantages of external and internal recruitment?
Answer:
Advantages and Disadvantages of External Recruitment Process:
Advantages of External Recruitment Process Disadvantages of External Recruitment Process
Increased chances A limited understanding about the company
Fresher skill and input Higher risk
Qualified candidates Time consuming
Better competition High costs
13. internal factors in recruiting consist of the following except
Answer:
asan po eong choices?
need po
14. what you have learned about Job analysis, recruitment, selection and Placement
Answer:
Job analysis is a process of reviewing the qualifications and requirements of a particular position in a company prior to engaging in recruitment and selection. By coming up with a number of assessment questions, you can get a better sense of the skills and traits needed by someone to succeed in a given job.
#CarryOnLearning
15. what are tge advantage of external and internal recruitment
Answer:
You can cast a wider net to recruit the best workers with the most suitable skills. Relying solely on internal hiring means you could miss the chance to hire people with new skills and ideas. Therefore with external recruitment you can increase your chances of recruiting experienced and qualified candidates.
16. Differentiate Internal and External Recruitment
Answer:
Internal recruitment is a process in which employers look to fill the position from within its company.
External recruitment is when employers look to fill the vacancy from any suitable applicant outside the company. You've got an open position and need to staff up.
Internal recruitment is a process in which employers look to fill the position from within its company. External recruitment is when employers look to fill the vacancy from any suitable applicant outside the company. You've got an open position and need to staff up.When vacancies are filled with existing employees of the organization then it is called an internal source of recruitment. When the candidates are invited from outside the organization it is called an external source of recruitment. It includes Promotion, Transfer, Employee referrals.
Hope it helps <33
17. how will you reconcile the the internal sources of recruitment
Answer:
Internal sources of recruitment consist of employees who are already on the payroll of a firm. It also includes former employees who have returned to work for the organization. Recruitment from internal sources is done to fill up vacancies through promotion, re-hiring and transferring employees within the company.
18. for parts of internal recruiting
Answer:
Preselection. ...
Testing. ...
Interviews. ...
Final phase.
19. internal recruitment
Answer:
Internal recruitment - is when the business looks to fill the vacancy from within it's existing workforce.
Explanation:
Sana makatulong.
20. Differentiate internal and external recruitment.
Answer:Internal recruitment is a process in which employers look to fill the position from within its company. External recruitment is when employers look to fill the vacancy from any suitable applicant outside the company. You've got an open position and need to staff up. Now, you have two options for recruiting.
Explanation:
21. what is the most effective internal recruitment or external recruitment?
Answer:
It's cheaper and faster to recruit staff internally than it is externally as it leverages employees that you already have. Internal recruitment promotes loyalty and can even improve employee morale as it serves as a reward for existing employees
22. 1. Why Job Description is important in the recruitment process? 2. Why do recruitment managers recruit both in external and internal?
Answer:
✏️Why Job Description is important in the recruitment process?✏️Job descriptions can help identify particular skills or abilities that are necessary for a position or the environmental pressures that apply to the position. A good job description tells the applicant what the position may involve or require.✏️Why do recruitment managers recruit both in external and internal?✏️On one hand, internal recruitment offers fewer costs, more stability, and safer transitions. External recruitment strategies, on the other hand, offer a wider selection pool. Also, you get to choose from more innovative and experienced workers who will freshen up your business.I hope it helps
Explanation:
#BRAINLIESTBUNCH #CaryOnLearning23. What is internal recruitment Advantages
Answer:
Internal candidates are easier and quicker to find because they're already in your office space or organization. The time to contact and assess them for the position is faster because you can easily reach out to them, get manager feedback, and check their employee performance.
Explanation:
hope it helps>>>3
#CarryOnLearning
24. includes man power planning, recruitment,selection,placement etc.
Answer:
staffing process
hope it helps, Ur welcome
25. Discuss the internal and external recruitment sources?
Answer:
If internal recruitment sources refer to all potential candidates within your organization, then it makes sense that external recruitment sources all about motivating candidates outside of your company to apply. ... Providing a larger and more diverse pool of candidates. Bringing new ideas and skills into the organization
26. external recruitment refers to recruitment from the outside sources while______ refers to recruitment done within the organization. A. Organizational Recruitment B. Internal Recruitment C. Special Recruitment
Answer:
b I think
Explanation:
because I don't know how much longer I can do this
27. How Internal and External Recruitment works
Answer:
Internal recruitment is a process in which
employers look to fill the position from
within its company. External recruitment
is when employers look to fill the vacancy
from any suitable applicant outside the
company.
Explanation:
Hope its help:)
28. what is the advantage of internal Recruitment
Answer:
Advantages of Internal Recruitment
There are many perks to looking to your existing talent first. From money savings to employee engagement, here are some of the positives you can expect from the internal recruitment process.
1. Reduces Time to Hire
Compared to external recruitment, which requires you to start a square one with fresh faces that you know nothing about, you’re already familiar with your internal candidates. This allows you to skip many of the steps of full life cycle recruiting, including external job postings on job boards and elsewhere, and the evaluation process.
You also already have access to their pay history, past performance reviews, and background checks. With fully vetted candidates who are familiar with your company culture, you save time and can get your positions filled quickly. And you can do it without much of the training and onboarding of a brand-new hire.
2. Shortens Onboarding Times
Unlike an outside hire, you won’t have to spend months explaining how payroll works or setting employee behavior expectations. Your internal hire already knows the overall company rules and fits in well with the culture. They’ve made connections, too, so you won’t have to spend extra time helping them form relationships. Even if the role is brand new to them, they understand its place in the larger picture of your business, because they know your business.
3. Saves Money
What happens when you reduce time to hire and shorten on-boarding times? You save money. In addition to resources saved on finding and training staff or hiring managers, you cut back on cash used for things like using outside recruiters, conducting external recruiting, attending job fairs, and running background checks. If you factor in that many internal employees are up to speed on their new jobs and producing faster than new hires, that’s an additional value you can add to your bottom line.
Another great way to recruit talents efficiently is by hosting a LinkedIn Party. The concept is simple: Invite employees to a gathering of some sort. It can be as simple or elaborate as your timing, resources, and budget allow. But at a minimum, consider offering drinks and snacks.
During the gathering, each attendee signs onto LinkedIn and contacts friends, acquaintances, and former coworkers that may be relevant candidates for your open positions.
This party helps spur a concentrated effort of sourcing — and it provides a fun environment for employees to spend time together. Pro tip: Consider offering a prize to the employee that reaches out to the most people during the party.
4. Strengthens Employee Engagement
Do you know what happens when word gets out that a company is looking to hire within? Employees get excited about the prospect of a future of career growth. When investing in people becomes part of your brand, good things happen. It creates positivity in the work culture and sends a message to those outside of the company that working for you has long-term benefits.
Employees who know that they will be prioritized over outsiders will trust you. It’s a morale booster that can improve employee retention and create a loyal workforce.
29. can the private employment sector participate in the recruitment and and the placement of the workers? why?
Answer:
yes
Explanation:
for he is the employer so he can recruit if people are needed and he can also change the placement of the workers for he has higher position than them
30. What are the advantages and disadvantages of internal and external recruitment?
Answer:
Hiring internal candidates can be more efficient than recruiting externally, because it can:
Reduce time to hire. ...
• Shorten onboarding times. ...
• Cost less. ...
• Strengthen employee engagement. ...
• Create resentment among employees and managers. ...
• Leave a gap in your existing workforce. ...
• Limit your pool of applicants.
