Reference no: EM133160020
Recruiting a New Production Manager
Javier's Enterprises manufacture a variety of food products. Analisa Rafol had been the production manager for the past two years after being promoted to the position. Unfortunately, she is failing in her job. She has been with the company since it started 18 years ago and because of her exceptional performance record, she had been promoted many times.
Javier's Enterprises started as a family business and has followed a policy of promotion from within to motivate employees and give them new opportunities to learn and grow.
The company is continuing to expand into foreign markets and it is essential that the production department adopts the latest technology and production processes.
Top management is convinced that the job demands someone who has been educated in manufacturing technology and who has at least two years of experience.
They are divided, however, on how to handle this problem.
One executive thinks the job should be given to one of the production supervisors who is bright and capable and could probably acquire the knowledge and skills needed to be a good production manager and still preserve the company's tradition of promoting from within.
Another executive thinks the company should advertise the job to solicit a large number of applicants with excellent qualifications.
Answer the following questions:
- How valuable is the tradition of promotion from within and how disruptive will it be to deviate from the tradition? What are the advantages and risks of promoting from within in this situation?
- 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 her exceptional performance record?
- If the company decides to recruit from outside, what are the best external recruiting sources for finding a new produciton manager?