Internally and Externally Oriented Staffing System
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Internally Oriented Staffing System and Externally Oriented Staffing System
Organization cultures have implications on staffing decisions. Companies, depending on their culture and focus tend to choose employees who fit their culture. Some firms focus on employees’ personality value others on research and development, which in turn influences their recruiting and the staffing, process. The understanding of staffing decisions by organizations and companies is through focusing on staffing systems. Internally oriented staffing system links their staffing decisions to their cultural factors to ensure that the staff internalizes strategic intent to act for the interest of the company. Externally oriented system ensures that employees that join the firm have values and beliefs that are in line with the organization. Such people will be more proactive in their jobs and stay longer than those of the internal systems stay.
However, the internal systems tend to promote their existing staff to develop them and make them more productive contrary to the internal system that acquires talents from outside and traps them to the organization. The external systems attract both weak and stronger performers. The assessment center method is used mostly by the internal system to train and upgrade workers to improve their skills and career-related functions, whereas in external systems it is used purely in hiring of employees to fit in the group. The system predicts a person’s reaction and behavior at the job level.
Price Waterhouse Coopers, an auditing firm uses the internal staffing system. It prefers the development of skills and values of employees and promoting its existing employees to any positions available. Just as many large corporations have graduate trainee programs, the company is very particular in recruiting graduates into their program under internship. The most successful graduates are retained while others will be ejected after the expiry of their training program.