Issue: "Intraplacement" involves the entire company in identifying job-growth opportunities for ready employees.
Benefits: Boost retention, cut recruiting costs and involve managers in employee career development.
Action: Start by identifying those managers who want to push their employees up the career-growth ladder.
Want to boost retention, foster career development among employees and managers ... and receive credit for it all? Then replace your passive internal job-posting policy with the more dynamic "intraplacement" method, in which the company actively identifies employees ready for advancement and helps them find the opportunities in-house.
The goal, says John Sullivan, head of the HR program at San Francisco State University and a recruitment consultant, is to seek out and actively place the best internal candidates without relying on employee initiative alone. That's why intraplacement relies on a network of internal recruiting specialists, or "redeployers," who are committed to identifying employees for growth opportunities.
These redeployers not only help em-ployees identify in-house opportunities, they also help them market and sell themselves to internal managers who are hiring.
Here are four of Sullivan's intraplacement do's and don'ts:
- Don't let a supervisor deny an employee an internal move. Identify and work with managers who hoard talent. Reward those who push the best employees on to company growth areas.
- Do post internal and external job opening announcements simultaneously.
- Don't post job openings only in public places. It may discourage some candidates who don't want to be suspected of fleeing a department when they stand at a job bulletin board in the break room. Post openings via e-mail or on company intranets.
- Don't look poorly on employees who move frequently, and don't require minimum time-in-job before a transfer. Top performers often must move more often than average workers.
For more information, visit www.drjohnsullivan.com.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/1429/keep-employees-growing-so-they-wont-leave "