Name: Cañero, Mellene S.

Professor: Jacqueline Maghirang

Year and Section: 1CMT1C Date: September 22, 2022

Recruiting a New Production Manager

Guide Questions:

1. How valuable is the tradition of promotion from within and how disruptive will it
be to deviate from the tradition? 

Answer: Internal promotion is a fantastic strategy for boosting employee morale,

motivation, and organizational loyalty. Given that there are more prospects for
promotion for employees of the organization, this might also be used as a
recruitment incentive for workers seeking long-term employment in the company.

Deviating from such, though, would be harmful to the company. It might encourage
unhealthy rivalry among the workers. Bad feelings may develop among those left
behind when one individual is promoted. This may result in low productivity,
frustration at work, and even anger from staff members who feel mistreated or
ignored. Due to their longer tenure with the organization, some employees may
have felt deserving of a promotion even though they lacked the necessary
qualifications.

2. What are the advantages and risks of promoting from within in this situation?

Answer: First, internal promotion may be easy and cost-effective if managers at all
levels are motivated to keep an eye out for firm employees who have remarkable
potential. Second, there is probably a worker who is already acquainted with all of
the company's policies, both written and unwritten. When used in the situation,
some of the benefits include a worker being motivated to perform tasks that benefit
both the firm and him personally. There would be dangers, such as the possibility
that staff synergy, which is frequently the basis for success, may gradually decline.

3. As head of HR, how are you going to handle the problem of the incumbent
production manager, Analisa Rafol, considering she rose from the ranks because of
exceptional performance record?

Answer: Due to her remarkable work history, I would still consider Analisa Rafol to
be an employee of the organization despite her failure in the role to which she was
assigned. Despite being a poor production manager, Ms. Rafol’s prior experience and
abilities will benefit the business in the long run. Additionally, it would be preferable
to designate someone with more promise to take over Rafol's job.

4. If the company decides to recruit from outside, what are the best external
recruiting sources for finding a new production manager?
Answer: In order to fill this essential management position, the business must find
the best candidate who has significant expertise in managing production. I
recommend making use of some of the major types of external sources such as
advertisements, employment agencies, Private Employment Agencies (PEA)
technique, which can be a great source of skilled candidates, and the Executive
Search Firms (headhunters) method, which focus on locating top-tier managerial and
professional talent for businesses.