Every organization invests a huge amount of money to recruit new employees. What happens when an employee leaves the organization? The employee not only takes the skills and knowledge imparted during training but also leaves a void that needs to be filled once again. Faced with such a scenario, what is the best possible solution for HR managers? Training an internal candidate for the position or hiring an external candidate? Which option would be more viable for the organization?
Often, it has been seen that the benefit of hiring an experienced external candidate are negated as the candidate needs time to adjust to the corporate culture and develop amicable relationships before actually delivering results. The same amount of time can be invested in training an internal candidate who shows potential to grow and accept new responsibilities. It serves as a motivational factor for others in the organization who see a similar opportunity for growth for themselves as well.
Broadly speaking, training existing employees to accept newer responsibilities is easier and perhaps better for organizations than hiring new employees. In fact, may organizations do not hire any senior managers externally and prefer to promote internal candidates. I see two possible reasons.
- Hiring new employees involves recruitment costs. In addition, you still need to have an on boarding training so that they get familiar with organizational practices and procedures. Instead, if you invest in training an existing employee to develop the skills required for a particular job, you do not have to incur recruitment expenses.
- New recruits from outside the corporate culture come with their own baggage of ideas and practices which may or may not fit the organizational culture. They might have to do a lot of unlearning before getting down to applying their skills and knowledge to the job and delivering results. Existing employees, who are already familiar with the corporate culture don’t require time to settle in and therefore can focus on just developing the skills required for doing a particular job.
It may not be always possible for organizations to arrange for instructor-led traditional training programs each time an employee needs to fill in a vacant position. However, if organizations have a well laid out eLearning strategy, they can capitalize on its potential to effectively develop training modules for various skills and requirements as per the organizations needs. When any current employee needs to upgrade his or her skills they can just take the eLearning courses and prepare themselves to accept diverse roles within the organization. Developing eLearning modules for a particular job or skill is a one time effort – the benefits of which can be reaped by many employees over a longer period of time.
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