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Retention and Recruiting When thinking about how to keep a company successful in the long run an organization has numerous factors to consider. Businesses have to
staffing and retention Staffing and Retention Paper Staffing and Retention Strategies Paper Recruiting the right employees and keeping the right employees matters
now engaged in on-going wars in several countries that is spreading military numbers thin. Recruiting and retention of new troops is so difficult, our country will
addition, I will make several recommendations to Franklin Covey in order to improve their recruiting and retention process and remain competitive in the increasing
Those challenges are a lack of diverse recruiting guidelines, no uniform recruiting for diversity, minimal retention initiatives, and no inclusive employment advertising.
Submitted by lmctemple on April 24, 2008
Category: Business
Words: 1222 | Pages: 5
Views: 122
Popularity Rank: 97,288
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When thinking about how to keep a company successful in the long run an organization has numerous factors to consider. Businesses have to consider the economy, the political aspects and social and technological changes that may or may not occur. All of these are very important aspects to think about and use when completing a business analysis, but there is one factor that organizations may fail to realize is important and that is the value employees have to a company. Employees are the bread and butter of a company and could very well determine how successful a company will be in the future. It is important to make sure that employees are experiencing job satisfactions throughout the company and this job satisfaction must apply to all including those who are enrolled in internship programs.
Satisfied employees tend to be more productive, creative and committed to their employers and it is a proven fact that there is a direct correlation between employee satisfaction and customer/client satisfaction. (www.aafp.org) Most people believe the number one thing that keeps a person at their job is the money that they make and while this is part of the satisfaction formula it is on a small fraction. Job satisfaction can be split into two categories: hygiene and motivation. These two dimensions of job satisfaction are actually the poplar opposites of another. Hygiene issues do not motivate employees, rather they can dissatisfy employees if they are managed incorrectly. Hygiene issue include: company policies, salary, interpersonal relations and working conditions. (www.aafp.org) Motivators have to do with providing a means of personal growth and with fulfilling the needs of individuals. Motivators include achievement recognition, the work itself, responsibility and advancement. While hygiene issues are absolutely necessary, once they are in place and employees understand that they will be a constant factor in their time at the company it is important to...
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