A healthy office environment is the main motivational factor behind both the workers and customers excitement to work in a business enterprise. A healthy office environment refers to a state where the working environment is up to the standards that does not infringe on the public well-being. The standards ensure that any office environment puts into account that the public health, safety at work, food hygiene, noise is to the minimal, the lighting systems are okay and the waste is properly disposed. The system also ensures that any possible environmental pollution is minimized and engages itself in the planting of trees, supports the HIV/AIDS patients that work in their offices. All these are achieved in the office through proper management.
The factors that affect the recruitment in an organization can be divided into two broad categories namely: external and internal factors. The internal factors include the organizational size, recruiting policy, image and the jobs while the external factors include demographic factors, labor market, the unemployment situation, political and social environment and legal considerations.
The organizational size affects the selection or recruitment process as the smaller the firm, the fewer the individuals it will recruit while larger organizations employ many candidates. This gives the smaller firms great problems trying to pick the best candidate for a given job as they cannot have a large number of them in the same department. Larger organizations on the hand tend to gain a lot from their vast size as many bright brains with varied experience in the same field are employed (The Editor, 2014).
The recruitment policy of an organization affects the recruiting process as it states the objectives of any recruitment, the framework through which it should be conducted and the way the program of recruitment should be implemented. Most policies insist on the best potential person to be employed first before the others. The organizational and job image, on the other hand, can affect the recruitment process as good jobs and organizations of good public image will attract more candidates to vie for such posts while those of the bad image (poor working conditions and poor pay) and poor organizations will attract fewer or no contestants (The Editor, 2013).
The external factors can affect the recruitment process as the demographic factors show the statistics with respect to the ages, the gender, composition, religion, occupation and ethnicity. All these factors affect the selection for any job as some jobs will fit people of a given sex, age, etc. The labor market refers to the supply of labor of certain importance with respect to its demand. This means that if the supply of a given labor is high than its demand then the recruiting process will involve less economically, and the process of getting the best persons fit for the job will not take long while acquiring labor of high demand and low supply will be very expensive and take more time for the whole recruitment process to materialize.
The unemployment situation of the area has the same effect as the supply and demand; the higher the unemployment rate, the faster and easier the recruitment process is while the lower the unemployment rate, the more involving the process will be. The socio-political environment and the legal considerations of the country also affect the recruitment process as the favorable environment means that recruitment will be easy and vice versa (Farren, 2007).
The qualities of the managers and the junior managers are the main factors that affect the retention process for an employee. The employees tend to quit their jobs when there is a bad blood that builds between them and the managers. As such many managers will work on their relationship with the employees to ensure that they don’t lose their best labor that leads to businesses’ customer satisfaction.
Bibliography
Farren, C., 2007. Managers: A Key Factor in Employee Retention. [Online] Available at: http://www.masteryworks.com/newsite/clientimpact/impact_archives_jan07.htm[Accessed 15 June 2014].
The Editor, 2013. Factors Affecting Recruitment. [Online] Available at: http://sett.com/theorangeoctopus/factors-affecting-recruitment[Accessed 15 June 2014].
The Editor, 2014. Recruitment- The Concept. [Online] Available at: http://www.naukrihub.com/recruitment/internal-factors.html[Accessed 15 June 2014].
