主管人员内部提升与外部招聘的优缺点分析内部提升（又称“内升制”）
是指从组织内部提拔那些能够胜任的人员来充实组织中的空缺位置。
优点：
1） 比较了解候选人的长处和弱点；
2）被提升的组织内成员对组织的历史和发展比较了解；
3）可以借此激励被提升的人员更加努力地提高自身工作水平；
4）可以激励组织内其他成员工作士气，使其有一个良好的工作情绪； 5）使组织内对成员的培训投资取得回报。
缺点：
1）当组织内部对未来主管人员的供需缺口较大，且内部人才储备无法满足需要时，坚持从内部提升，会使组织既失去获得一流人才的机会，又会 让不称职者事据主管位置；
2）容易造成\"近亲繁殖\"；
3）提升的数量有限，容易挫伤没有提升的人
外部招聘主管人员的优缺点：
外部招聘是指从组织外部得到尤其是那些起关键作用的主管人员。也有人将其称之为“空降兵”。
外部招聘这管人员有其优点：
1）较广泛的人才来源；
2）避免近亲繁殖，可以使组织带来新思想，防止僵化；
3）避免组织内部那些没有提升到的人的积极性受挫，避免组织内部成员间的不团结；
4）可以节省对主管人员的培训费用。
外部招聘也有其缺点：
1）如果组织内有胜任的人未被选用，而从外部招聘会使他感到不公平，容易产生与应聘者不合作的态度；
2）应聘者对组织需要有一个了解的过程；
3）容易被应聘者的表面现象（如学历、资历等）所蒙弊，而无法清楚了解其真实能力.
Executives internal promotion and external recruitment internal promotion of the advantages and disadvantages of analysis (also known as "inside the system or")
Is promoted from within the organization's staff who is competent to enrich the organization's vacant position.
Advantages:
1) a better understanding of the strengths and weaknesses of the candidates;
2) the organization was to enhance the members of the organization a better understanding of the history and development;
3) can be upgraded to motivate staff to work harder to improve their own work;
4) organizations can inspire the morale of the other members of the work to have a good working mood; 5) so that members of the Organization of the return on training investment.
Disadvantages:
1) When the organization in charge of personnel for the future a larger gap between supply and demand, and internal talent pool can not satisfy the need, from internal promotion, both organizations will lose the opportunity to obtain first-class talents, but also allow incompetent persons in charge of things, according to the location of ;
2) easily lead to \ "inbreeding \";
3) only a limited number of upgrade, easy to hurt those who do not upgrade
External recruitment of managers the advantages and disadvantages:
External recruitment is obtained from outside the organization, especially those who play a key role of managers. It was also called the "airborne."
External recruitment officers that has its merits:
1) a wider pool of candidates;
2) to avoid inbreeding, can bring new ideas to enable organizations to prevent the rigid;
3) organization to those who do not have the enthusiasm of those who suffered, to avoid the organization's lack of unity among its members;
4) can be saved on the charge of personnel training costs.
External recruitment has its shortcomings:
1) If the organization the person is not competent to choose from, and will recruit from the outside he was unfair and prone to non-cooperative attitude of candidates;
2) candidates for the organization to understand the need for a process;
3) easy for candidates of the surface (such as qualifications, experience, etc.) Mongolian disadvantages, and can not be a clear understanding of their true ability.
Is promoted from within the organization's staff who is competent to enrich the organization's vacant position.
Advantages:
1) a better understanding of the strengths and weaknesses of the candidates;
2) the organization was to enhance the members of the organization a better understanding of the history and development;
3) can be upgraded to motivate staff to work harder to improve their own work;
4) organizations can inspire the morale of the other members of the work to have a good working mood; 5) so that members of the Organization of the return on training investment.
Disadvantages:
1) When the organization in charge of personnel for the future a larger gap between supply and demand, and internal talent pool can not satisfy the need, from internal promotion, both organizations will lose the opportunity to obtain first-class talents, but also allow incompetent persons in charge of things, according to the location of ;
2) easily lead to \ "inbreeding \";
3) only a limited number of upgrade, easy to hurt those who do not upgrade
External recruitment of managers the advantages and disadvantages:
External recruitment is obtained from outside the organization, especially those who play a key role of managers. It was also called the "airborne."
External recruitment officers that has its merits:
1) a wider pool of candidates;
2) to avoid inbreeding, can bring new ideas to enable organizations to prevent the rigid;
3) organization to those who do not have the enthusiasm of those who suffered, to avoid the organization's lack of unity among its members;
4) can be saved on the charge of personnel training costs.
External recruitment has its shortcomings:
1) If the organization the person is not competent to choose from, and will recruit from the outside he was unfair and prone to non-cooperative attitude of candidates;
2) candidates for the organization to understand the need for a process;
3) easy for candidates of the surface (such as qualifications, experience, etc.) Mongolian disadvantages, and can not be a clear understanding of their true ability.
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