人力资源主管的一项日常工作是填补某些职位的空缺。这不外乎两种方式,即内部选拔和外部招聘。前者有助于维持现有的强势组织文化,后者则利于改善或重塑现有的弱势组织文化。 内部选拔 内部选拔就是从组织内部选拔合适的人才来补充空缺或新增的职位。其优势在于: 第一,从选拔的有效性和可信度来看,管理者和员工之间的信息是对称的,不存在“逆向选择”(员工为了入选而夸大长处,弱化缺点)问题,甚至“道德风险”问题。因为内部员工的历史资料有案可查,管理者对其 A day-to-day job for human resource executives is to fill vacancies in certain positions. This is no more than two ways, namely internal selection and external recruitment. The former helps to maintain the existing strong organizational culture, while the latter helps to improve or reshape the existing weak organizational culture. Internal selection Internal selection is the selection of the right people from within the organization to fill vacancies or new positions. The advantages are as follows: Firstly, the information between managers and employees is symmetrical according to the validity and credibility of the selection. There is no problem of “adverse selection” (employees exaggerate strengths and weaken weaknesses in order to be selected) Even the “moral hazard” problem. Because of the historical records of internal staff, the manager of its case