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Knowledge of a company's workers on the particularities of their work and know how to adapt it to the culture of the company and their integration into their new team. Drawbacks This option also has some drawbacks that make different employers and human resources personnel consider other hiring options for their different vacancies. Lack of rigor. The fact that a promotion process is internal does not reduce the rigor of the process.
So it should be exact to the external process, which implies a cost in time, personnel and specialization of the selected candidate. If this is not the case, there is a risk that the members who are promoted will stop being effective and competent, so that the moible number data upper levels begin to be populated with personnel who are not the best or most competitive, which has a very negative influence on the future and projection of the company.
On the other hand, the fact of looking for a substitute means that in turn there is a vacancy and this can be a problem in some cases, since there is a chain selection process that makes work and the objectives set impossible. In addition, not incorporating new blood into the organization will close the doors of new experiences, other knowledge and different practices that may be useful, as well as contacts that the worker can bring that are interesting for the company.
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