External and internal factors human resources

The study of the environment consists of determining the scope and limits of the economic,
political, social and cultural system of the company. This has fundamental implications in the
formulation of a strategy. The company is obliged to study the trends and changes that occur in its
environment.

EXTERNAL FACTORS

The external factors of an organization present opportunities and threats that, from a correct
perspective, create attraction. External conditions greatly influence recruitment. Changes in the
supply and demand of labor, that is, the alternatives in the labor market, are an element of
primary importance. The labor market is made up of job offers made by companies.

It is very difficult to predict the events that will occur in the organizational environment in the
short term and even more so in the long term. External factors can be considered:

Economic, social, political and legal.

Technological advances and changes.

Competence.

Reduction of industrial employment.

Overall job satisfaction.

Knowledge as the most important resource.

Growing trend towards globalization.

Recruitment activities of other companies

On the other hand, we have external factors:

Needs: The growth of the organization and the efficiency of the personnel department largely
determine the need to resort to external sources. If staff are not encouraged to exploit their
capabilities, they are unlikely to be adequately prepared to fill vacancies that arise. The lack of
personnel with the potential to be promoted reflects a serious deficiency in any company.

Labor market: Success lies in locating new employees from the labor market, but also in the ability
of personnel specialists to carry out this important task. Personnel needs can be met by attracting
employees from other companies to the company.

Demographic factors: They are an element that affects the job offer in the long term. Demographic
indicators of the workforce are a valuable aid to human resource planning, as they allow managers
to anticipate and adapt to surpluses or shortages of appropriately qualified individuals.

Among the most important external factors the following can be mentioned:

Absence of long-term economic policies by the State.

Lack of a work ethic with objectives in quality, productivity and continuous improvement on the
part of the population; lack of culture and work discipline.

Economic system that does not reward improvement and productivity; absence of rewards and
punishments.

Legal institutions that do not adequately protect property rights, and especially intellectual
property rights.

Lack of promotion of research and development by the State.

Absence of an educational policy aimed at training individuals with technical, scientific knowledge
and work discipline.
Lack of investment in public works

Lack of good security systems

Lack of investment in health