dc.contributor.author | Duy, Nguyen Thi Ngoc | |
dc.date.accessioned | 2013-10-10T02:45:37Z | |
dc.date.accessioned | 2018-06-25T02:13:19Z | |
dc.date.available | 2013-10-10T02:45:37Z | |
dc.date.available | 2018-06-25T02:13:19Z | |
dc.date.issued | 2012 | |
dc.identifier.uri | http://10.8.20.7:8080/xmlui/handle/123456789/641 | |
dc.description.abstract | The strategic context of Human Resources Practice is essential in determining if
an organization may forecast growth, stability and development. In Vietnam nowadays, the trends to change jobs frequently are relatively popular among
employees. Therefore, this kind
company’s performance. Although
definitely affects the
organization to keep
those employees that they want to keep and eliminate those who are not “right” for the organization. However, it will never be the case.
In able to explore more about this kind of voluntary turnover, I decided to conduct this study based on the case of a specific company having issues with the voluntary turnover.
During this study, I would try address all different reasons for employees’ leaving
the organization from the perceptions of both employees and employers of the company so that I can bring out some recommendations to the company to resist
from such negative effects. | en_US |
dc.description.sponsorship | PhD. Phan Trieu Anh | en_US |
dc.language.iso | en | en_US |
dc.publisher | International University HCMC, Vietnam | en_US |
dc.relation.ispartofseries | ;022000878 | |
dc.subject | Human resource management | en_US |
dc.title | Employee retention : An study of the internship program of TRG international in Ho Chi Minh city | en_US |
dc.type | Thesis | en_US |