Provide a 250-word reply to the following post using at least one scholarly article
Explain how internal selection decisions differ from external selection decisions.
Selection involves choosing suitable candidates for certain roles. Selection process involves interviewing and assessing potential employees based on the job specification. Selection process can be grouped into internal and external selection. Internal selection involves assessment and evaluation of employees within the organization as they transition between jobs through promotions and transfers (Heneman et al., 2019). Assessment methods that are typically used in internal selection includes succession systems, talent management, peer assessments and self-assessment, recommendations, information discussions and managerial sponsorship (Heneman et al., 2019). With internal selection decisions, candidates are selected on the basis of job knowledge tests, experience and seniority, performance appraisals, review boards and promotion panels, interview simulations and assessment centers.
On the other hand, external selection decisions typically involve assessment and evaluation of potential employees from outside the organization. The process helps in recruiting the best candidates by selecting from a large applicants’ pool (Heneman et al., 2019). However, the process is time consuming and costly since multiple processes have to be involved. Selected employees also have to be indicted and trained with increases organizational costs. However, in external selection, the organization has unlimited choice and can get innovative and new ideas by hiring fresh talent (Heneman et al., 2019). When compared to external selection, internal selection tends to be quicker since employees are selected from within the company. Employees are also familiar with organizational rules, regulations and culture and there is therefore no need for induction training—something that saves money and time. Internal selection processes also boost employee morale and motivated employees can be advantageous to the organization due to enhanced performance.
What are the differences between peer ratings, peer nominations, and peer rankings?
Peer ratings involve a process where an employee’s eligibility for promotion is assessed using a rating scale for different peers (Cillessen & Marks, 2017). An employee with the highest rating is considered for the promotion. Peer nominations involve voting for the most qualified employee to be promoted. Peers with the highest number of votes are considered for the promotion (Cillessen & Marks, 2017). Lastly, peer rankings involve assigning ranks to peers. Employees with the highest ranking are considered for the promotion.
Explain the theory behind assessment centers
An assessment center refers to an internal selection method that is employed for selecting suitable candidates for promotions. The theory behind assessment centers is measuring different kinds of job-related skills and competencies of a candidate (Heneman et al., 2019). It involves different assessment exercises that provide for evaluation of different competencies such as problem solving abilities, interpersonal skills, written and oral communication, reasoning and planning abilities of the candidate (Heneman et al., 2019). Assessment centers help in assessing leadership and managerial competencies for high ranking positions.
References
Cillessen, A. H., & Marks, P. E. (2017). Methodological choices in peer nomination research. New directions for child and adolescent development, 2017(157), 21-44.
Heneman, H. G., Judge, T. A., & Kammeyer-Mueller, J. (2019). Staffing organizations (9th ed.). Burr Ridge, IL: McGraw Hill.
