Human Capital Concepts Worksheet

Attributes of the staffing system: Career system orientation

Janet Durham, VP of human resourses for InterClean, Inc, remarked in an electronic mail sent to her staff on February 1, 2005, that they pull up stakes certainly be responsible for screening fresh sales postulates. This statement along with David Spencers notes from the executive committee abuting on February 7, 2005, would lead bingle to believe that new employees will be hired. David states that gaps need to be filled with new hires. Based on the level of expertise that each new hire will need to meet the expectations of the new corporate structure, it would seem evident that these new recruits will be taking on positions well above the gate level.

David Spencer remarked in his InterClean company wide memo that clearly, this is a well-disposed opportunity for anybody at Interclean who wants to help create and fill new and exciting positions of responsibility. This indicates that although the company is willing to go to the immaterial lug market for other than entry level positions, in that respect is room for advancement from within for those who are willing to regorge in the extra work. This attribute of the staffing system is concerned with the typic sources of talent for a company. Termed a supply flow, this dimension is metrical by the openness of the career system to the external comminute market at other than entry level.



Some companies concentrate on on internal labor markets, drawing from the external labor market only for entry-level assignments, and then follow a promotion-from-within policy. Others hire as needed, across organizational levels, from the external labor market. The exit in approach seems to be a function of the firms strategical focus and the employee behaviors required to implement the desired strategy. (Dreher and Dougherty, 2001, ch 3, p.6).

Attributes of the...

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