Staffing Practices as Internal Labor Market Processes

Internal Labor Markets as Contexts for Staffing
  • Lawrence T. Pinfield
Part of the Plenum Studies in Work and Industry book series (SSWI)

Abstract

The introduction to staffing practices presented in Chapter 1 discussed the development and application of scientific principles to personnel management, which has occurred both before and since World War II. Both then and now, development of more sophisticated personnel procedures has progressed most readily under assumptions closely associated with rational, bureaucratic forms of organization. That is, organizations are most appropriately viewed as closed systems in which explicit goals provide unambiguous criteria for choosing among alternatives, including those that involve the selection and assignment of persons to positions. One feature of such models is the “strong vacancy chain assumption” (Miner, 1987), in which jobs are both temporal and causal antecedents to the selection of persons.

Keywords

Organizational Unit Staffing Practice Vacant Position Employment System Administrative Rule 
These keywords were added by machine and not by the authors. This process is experimental and the keywords may be updated as the learning algorithm improves.

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Copyright information

© Springer Science+Business Media New York 1995

Authors and Affiliations

  • Lawrence T. Pinfield
    • 1
  1. 1.Simon Fraser UniversityBurnabyCanada

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