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"  Understanding the Pros and Cons of Various Recruitment Approaches: Internal and External Recruiting Methods" As businesses work to draw in and keep the greatest talent in order to meet their goals, recruitment is a crucial component of human resource management. Internal and external techniques are the two main strategies for hiring; each has pros and cons of its own. In order to assist organisations in making wise judgements on their search for the best people, we will examine the nuances of these strategies in this post, including their advantages and disadvantages.                                                       Fig: 02 Sources of recruitment  Internal Hiring: Internal recruitment is the process of hiring current staff members from within the company to fill open positions. There are various benefits to this method: Cost-effectiveness: Since internal hiring eliminates the need for advertising and hiring agency expenses, it is typically less expensive than e
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 "Sustaining Up with Labour Laws: Maintaining HR Compliance in a Changing Legal Environment" The legal framework governing labour practices is always changing in today's dynamic commercial climate. In order to properly manage labour regulations and guarantee compliance with human resources (HR) policies, it is imperative for organisations to stay up to date on these developments. The present discourse delves into the difficulties and tactics associated with manoeuvring through the ever-changing legal landscape, incorporating perspectives from multiple writers and specialists in the domain.  As J. Smith (2019) notes in "Adapting to Change: A Guide for HR Professionals," O rganisations that don't keep up with legal advancements run the danger of experiencing consequences from the law and damage to their reputations. HR policies act as a link between the goals of the organisation and compliance with the law. According to M. Johnson (2020) in "Strategic HR
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  '' The Challenge of Multi-National Companies on Domestic Organisations : A Battle for Skilled Labour'' Multinational corporations (MNCs) are rapidly entering domestic markets in an era marked by globalisation and interconnected economies. Globalisation brings great prospects for innovation and economic growth, but it also creates serious problems for domestic organisations, especially when it comes to the struggle for skilled labour. With an emphasis on the heightened rivalry for skilled labour, this essay examines how multinational corporations (MNCs) affect domestic organisations. Often called "global giants," multinational corporations have branched out across national boundaries to take advantage of a variety of resources, markets, and skills. Transportation improvements, trade policy liberalisation, and technological breakthroughs are some of the driving forces behind this globalisation trend. Businesses such as Google, Apple, and Amazon are excellent i
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'' Exploring the Trans-formative Influence of Globalisation on Human Resources Management " Globalisation has gained prominence in the last 20 years due to the speed at which technology is developing and the growing interconnection of people on a global scale. Its origins can be found in the 1800s, when the gold standard was established. Furthermore, during World War II, nations began to promote free commerce among themselves and brought down trade barriers, which paved the way for the creation of international organisations. The majority of businesses may now access a wide range of markets and grow their operations internationally and across many industries thanks to globalisation. The field of human resource management (HRM) is one well-known area where globalisation has had a major impact. This study examines the advantages and disadvantages of globalisation for IHRM, emphasising significant obstacles and possibilities. It also offers possible ways to lessen the negat
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"Beyond Hierarchy: Revealing Potential Power of Employee Autonomy in Modern Organisations" The idea of autonomy has become essential to the success of organisations in the quickly changing modern workplace. Giving workers the freedom to decide for themselves, accept responsibility for their work, and cooperate in self-governing groups has emerged as a critical business strategy for companies looking to promote creativity, adaptability, and worker happiness. This essay examines the value of autonomy and examines the workings of self-governing teams, highlighting both their advantages and disadvantages. The Essence of Autonomy in the workplace Workplace autonomy is defined by (Wooll, 2021) as employees making their own decisions and disclosing them to everyone in a transparent manner about goal-setting. On the other hand, in the event that the outcomes are unsatisfactory, the employee is held accountable to the work team as a result of the disappointment (Wooll, 2021). This s
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