The advantages of promoting a candidate from within the company include improving employees’ retention, which can facilitate high performance among the employees. Also, when an employee is enabled, it positively impacts the other employees as it is a gesture implying that the company rewards its employees' efforts. Promoting an employee within the company saves time and cost of posting the job (Johnson, 2018). The candidate knows the company well enough; therefore, the company's normal functioning will not be distracted (Johnson, 2018). Conversely, the disadvantages include filling one position leaving another. Internal succession may lead to the status quo, and the staff will stick to the person's same idea. May also encourage competition, which may negatively influence the company. Other employees may get impatient as they assume that advancing to new positions is until someone leaves hence looking for other opportunities somewhere (Johnson, 2018). A good example is the succession of retired CEO Samuel Palmisano of IBM tech pioneer by Virginia Rometty
External candidate advantages include providing the company with a new perspective and ideas. Candidates may have extra experience and skill. There are low chances of conflicts and competition. Disadvantages include a longer process compared to promoting from within. The process is more expensive. There is limited information of the person from the resume and interview compared to promoting from within (Johnson, 2018).
Delegate your assignment to our experts and they will do the rest.
Identifying the significant barriers to change facilitates an easy way to implement change. The common barriers to change include lack of employee participation; without involving the employee in the change resisting the change is most likely to happen. Poor communication strategies that will get the employees ready for the changes (Jay, 2019). Poor culture-shifting plan; the administration should consider the feelings of the employees concerning the changes. Indefinite existing state; the company has to understand the current company’s blueprint since change can be complicated with less idea of the present state (Jay, 2019). Complex organizational processes that may develop, hindering the implementation of changes (Jay, 2019). There is a need to introduce approaches that solve the complexity.
References
Jay, K. (2019). Overcoming Specific Barriers. Tools of Change . 12-17. https://www.toolsofchange.com
Johnson, R. (2018). Succession Planning for Large and Small Organizations. A Practical Review of Professional Business Corporations . 13-22. DOI: 10.007/978-3-319-72532-1_3
