Literature could be used to support the assertion that employee participation makes hiring and promotion both effectively transparent and efficient. It also improves a company’ s strategic plan revolves around the human person who is hired and promoted to various positions (Ryan and Bernard, 2003). In the course of hiring and promoting, therefore, it is always important to have a unique way of ensuring that the right persons are put at the right places so that the right and most desiring results can be achieved. Meanwhile, “ Employee Participation” is a process, which gets employees, who are always the major stakeholders in hiring and promotion included in the processes.
Subsequently, it is possible to get the most vital information from the very people who are concerned. A scenario can be cited as the Social Security Administration (SSA), an agency that needs to hire a Service Representative (SR), involving existing employees of the SR unit in the process. What happens is that because the employees of the SR unit have had some working experience and negative past hiring history with the company, they will be the best stakeholder to know the kind of qualities that need to be possessed by an applicant who wants to take up such a sensitive and important position.
This may be a single case with the SR unit but, when replicated across the company, brings out the need of facilitating employees’ involvement in the hiring and promotion process in every department of the agency. (Deverick and Keith, 2010). Finally, the product of the present research is going to be a basis for future research in the selected area of study.
There are enough primary and secondary data available that touch on the use of employee participation in organizations and what the impact of this process is. In a personalized primary research undertaken by the researcher, it was discovered that 80% of respondents indicated that they had witnessed a number of tremendous benefits in practicing employee involvement in the field of hiring and promotion.
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