s of Recruitment Name Number Id Powermat Inc, has encountered difficulty over the last few years in filling its middle-management positions. The company, which manufactures and sells complex machinery, is organised into six semi-autonomous manufacturing departments. Top management believes that it is necessary for these departmental managers to know the product lines and the manufacturing process, because many managerial decisions must be made at that level. Therefore, the company originally recruited employees from within. However, they soon found that employees elevated to the middle-management level often lack the skills necessary to discharge their new duties. A decision then was made to recruit from outside, particularly from educational institutes with good industrial management programmes. Through the services of a professional recruiter, the company was provided with a pool of well qualified management graduates. Some of them were hired and placed in lower management positions as preparation for advancement to the middle-management jobs. They all left the company, however, within two years of their recruitment. Management reverted to its former policy of promoting employees from within and experienced basically the same results as before. Faced with the imminent retirement of employees in several key middle-management positions, the company decided to call in a consultant who could suggest solutions. Discussion Questions 1. What is the problem of recruiting in this company? 2. If you were the consultant, what would you recommend? Sarma, A.M.. Personnel and Human Resource Management, Global Media, 2008. ProQuest Ebook Central, http://ebookcentral.proquest.com/lib/momp/detail.action? docID=3011129. Created from momp on 2019-03-23 01:35:31