• Title/Summary/Keyword: Talent Retention

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Determinants of Talent Retention in Textile and Garment Companies in Binh Duong Province

  • NGUYEN, Thanh-Lam
    • The Journal of Asian Finance, Economics and Business
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    • v.7 no.6
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    • pp.475-484
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    • 2020
  • This study investigates determinants of talent retention in textile and garment companies located in Vietnam's Binh Duong province to propose feasible actions for their sustainable development in the current context of competition on the labor market. This study uses self-completed questionnaires to collect data which are then analysed with statistical methods including scale reliability, exploratory factor analysis, and multiple linear regression. Specifically, results from an official survey of 129 people who are regarded as talents in related companies show that there are ten determinants, ranked in descending order of their importance, including: working environment; training and promotion opportunities; salary and benefits; personal loyalty; relationship with colleagues; nature of work; organizational recognition; type of ownership; relationship with superiors; and working experience. Moreover, it is also found that foreign companies are better in retaining their talents than private domestic ones. These findings suggest that, depending on their available resources, organizations need to focus on some of these factors to improve their talent retention; among them, it is critical to provide creative space or create conductive working environment by providing talents with proper tools and equipment for them to feel excited with their work and get things done in an optimal, efficient and effective manner.

Policy Alternatives Research on SME's R&D Personnel Acquisition and Retention (중소기업 연구개발 인재의 확보 및 유지 중심 정책방안)

  • Lee, Jae-Won;Yoon, Suk-Chun;Om, Ki-Yong
    • The Journal of the Korea Contents Association
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    • v.13 no.12
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    • pp.974-985
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    • 2013
  • This research aimed to propose policy alternatives on acquisition and retention of SME's R&D personnel through the analysis of the status and problems of SME's R&D personnel. As research methods, literature review, survey analysis, domestic and foreign R&D personnel support system and practices benchmarking, human capital corporate panel (HCCP) and integrated survey DB material analysis, and case investigation by interview were used. The occupational status and problems of SME R&D personnel concerned on the corporate size, HRM practices on satisfaction and HRD problems, talent personnel management and training system status, the core talent management system and R&D personnel management system, and its complaints were organized. As conclusion, we have proposed alternatives on acquisition and retention of R&D personnel focused on the talent management. Suggestions were such as supports on R&D personnel management system and its dissemination, systematic career development programs, and excellency promotion on SME's and R&D talent personnel.

Employee Retention and Talent Management: Empirical Evidence from Private Hospitals in Vietnam

  • PHAN, Minh Duc;NGUYEN, Thi Mai Thoa;DUONG, Ngoc Anh;NGUYEN, Thi Tuoi
    • The Journal of Asian Finance, Economics and Business
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    • v.9 no.6
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    • pp.343-362
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    • 2022
  • Amidst the Covid-19 pandemic, human resources play a vital role in the health industry because the staff all has to confront a lot of stresses in serving the country and the people to overcome the severe contagiousness and infection of the virus. It is also the case of Family General Hospital, Da Nang (Vietnam). Therefore, the Hospital identifies talented personnel as a core resource in its sustainable development strategy. Researching on how to retain talented staff to serve the sustainable and long-term development of a private hospital such as Family Hospital is extremely necessary, especially when there are fewer large and modern private health facilities for the healthcare system in Central Vietnam compared to the North and the South. With the analysis of survey data and in-depth interviews from both qualitative and quantitative perspectives (via SPSS 20.0), especially the ANOVA and EFA analyses, and linear multiple regression (Generation 1 methods), this study aims to clarify the aspects that affect the talent retention in the representative Family Hospital. The lessons learned have been a good reference for similar private healthcare models in the process of bringing health-related services to a new level in the competition.

Recent Trends in HR as Useful Retention Strategy in Indian Information Technology (IT) Sector

  • Potluri, Rajasekhara Mouly;V.S., Mangnale;Challa, Siva Kumar;Challagundla, Srilakshmi
    • Journal of Distribution Science
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    • v.12 no.1
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    • pp.29-33
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    • 2014
  • Purpose - The focal point of this research is to study the implications of retention, various reasons for attrition and also different ways to control attrition along with the employee retention strategies implementing by the Indian IT sector. Research design, data and methodology - After thorough literature review on employee attrition and retention, questionnaire has prepared to collect the opinions of 200 employees which were chosen from 20 IT companies (10 each from large and medium size companies) with simple random sampling technique and also gathered the opinion of these companies HR managers on strategies they are implementing to retain their talent pool through personal and telephonic interviews. Results -The research completely limited to the IT companies located in the city of Pune which is emerged as a new IT hub of India. The collected data was analyzed with Microsoft Excel and frequency distribution. Conclusions - The researchers identified job associated, compensation related and inter-personal relations for quitting their positions along with the outlook of Indian IT companies related to the identification and implementation of retention strategies like incessant hikes in compensation package, improved working conditions, continuous introduction of employee welfare facilities, and genuine promotional policy, recognition and rewards, career planning and development, and exemplary leadership.

The effects of personality types on turnover intention and job retention (MBTI와 에니어그램을 이용한 치과위생사들의 성격 분석 유형이 이직 횟수 및 근속년수에 미치는 영향)

  • Lee, Jeong-Woo;Kim, Myeng-Ki
    • The Journal of the Korean dental association
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    • v.48 no.10
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    • pp.738-753
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    • 2010
  • Objectives: To deter job migration and to facilitate a more efficient personnel management system, a personality type analysis tool, such as MBTI and Enneagram, may be considered. These tools can facilitate better recognition of talent among prospective employees, as well as more efficient allocation of tasks for greater job satisfaction. Methods: This study conducted direct interviews with dental hygienists currently employed at two major dental organizations, which operate the largest networks of clinics across the greater metropolitan area. Results : First, in terms of number of turnover experiences, the Head Type showed lower task satisfaction, whereas the Body Type exhibited greater task satisfaction. Second, the Head Type showed greater job satisfaction compared to the other types. Third, the SJ Type, often considered the traditionalist in terms of long-term employments, exhibited greater tendencies toward long-term commitment with one employer. Fourth, dental hygienists, in terms of long-term employment, are negatively affected by task satisfaction, and positively affected by job satisfaction. Conclusions: It is thought to be considerable to use personality type analysis tools in clinical human resource management.

The Meaningful Connection between Job Crafting and Protean Career Attitudes

  • Seong-Gon KIM;Seung-Hyun HONG
    • East Asian Journal of Business Economics (EAJBE)
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    • v.11 no.3
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    • pp.27-35
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    • 2023
  • Purpose - The present study bridges a significant gap in the literature by investigating the complex relationship between job crafting and protean career attitudes. It has been demonstrated that job crafting, which entails the proactive redesign of work roles, responsibilities, and relationships, empowers employees, and elevates. Research design, data, and methodology - This study employed a tailored search approach with specific terms linked to job crafting and protean career attitudes to ensure a thorough and focused analysis. The keywords include "Job crafting," "protean career attitudes," "career development," and related terms. This strategy uses an organized method to identify, screen, and choose appropriate studies. Result: This study synthesizes prior studies and identifies four critical links between the development of jobs and protean career attitudes. To begin with, task crafting, which entails job requirements and scope modifications, leads to protean career attitudes as employees match their roles to their skills and passions. Second, rational crafting, which is adjusting interactions with coworkers and superiors encourages flexible career attitudes. Conclusion - This study insists that organizations must consider the essential practical ramifications. Employers may improve employee growth, engagement, and talent retention by encouraging job customization, recognizing protean workers, cultivating a protean culture, investing in ongoing learning.

Personality Traits, Positive Emotions and Psychological Well-Being of Telecommunications Distribution Employees

  • Edwin RAMIREZ-ASIS;Roger Pedro NORABUENA-FIGUEROA;Hugo Walter MALDONADO-LEYVA;Rudecindo Albino PENADILLO-LIRIO;Hugo ESPINOZA-RODRÍGUEZ;Wilber ACOSTA-PONCE
    • Journal of Distribution Science
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    • v.21 no.10
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    • pp.11-19
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    • 2023
  • Purpose: Personality qualities are essential to the prosperity of any contemporary company because they foster the growth of pleasant emotions in telecommunications distribution employees. Research design, data and methodology: Thus improving their overall psychological well-being and productivity. Talent retention is facilitated by mutual respect between management and staff. The success of the company as a whole, including the development and maintenance of emotions with customers, also depends on the psychological well-being of employees. The aim is to demonstrate how a positive and satisfied emotional workforce contributes to psychological well-being in the 21st century. Result: The research aims to better understand the personality traits that influence the psychological well-being of employees. In addition, between January and March 2023, a total of 179 employees in the telecommunications distribution industry in the Peruvian city of Chiclayo were surveyed using structural modelling methods to measure employee satisfaction. It also shows how various ideas, approaches and models can be used in the real world. Conclusion: The significance of the model on the perception of telecommunications workers in Peru is demonstrated by the results, which indicate an R2 value of 0.681 for positive emotions and an R2 value of 0.792 for employees' psychological well-being.

The Relationship Between Social Legitimacy and Performance in Venture Businesses (벤처기업의 사회적정당성과 성과 간의 관계)

  • Park, Chan Woo;Choi, Chang Bum
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.16 no.5
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    • pp.61-74
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    • 2021
  • This study investigated the relationship between the social legitimacy and financial performance perceived for venture company. In particular, social legitimacy was classified into prior experiences, organizational competency, market-related, and government-related legitimacy according to the characteristics of venture businesses, and its effect on the financial and non-financial performance of venture businesses was verified. Data were collected by conducting a survey among 300 domestic venture businesses. According to the results it can be understood that social legitimacy affects the financial and non-financial performance of venture businesses. In other words, it was found that the acquisition of resources from external investors and governments which is justified by stakeholder and investors, venture business executives and employees' prior experience such as start-up experience, and retention of outstanding talent, etc., developing trust from the market and consumers through high organizational competency and differentiated product provision, have a positive effect on the financial and non-financial performance of venture companies. It can be interpreted that higher survival is possible through running the venture businesses with social legitimacy. In addition, this study is meaningful in that it presents a new standard for survival through measuring the relationship of the influence on substantial performance of venture businesses by expanding the existing sociological research to business management research.

A study of 3D CAD and DLP 3D printing educational course (3D CAD와 DLP 3D 프린팅 교육과정에 관한 연구)

  • Young Hoon Kim;Jeongwon Seok
    • Journal of the Korean Crystal Growth and Crystal Technology
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    • v.33 no.1
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    • pp.22-30
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    • 2023
  • Currently, almost all product development in the jewelry industry utilizes 3D CAD and 3D printing. In this situation, 3D CAD modeling and 3D printing ability units in colleges, Tomorrow Learning Card Education, and Course Evaluation-type jewelry design related education are conducted with developed curriculum based on the standards for training standards, training hours, training equipment, and practice materials presented by NCS. Accordingly, this study analyzes 3D CAD modeling and 3D printing training facilities, training hours, training equipment, etc into three categories of NCS precious metal processing and jewelry design, and studies the development of educational systems such as 3D CAD/3D printing curriculum and various environments that meet these standards. Education using this 3D CAD/3D printing education system will enable us to continuously supply professional talent with practical skills not only in the jewelry industry but also in the entire 3D CAD/3D printing manufacturing industry, which is called as one of the pillars of the 4th Industry. The quality of employment of trainees receiving education and the long-term retention rate after employed can also have a positive effect. In addition, excellent educational performance will help improve the recruitment rate of new students in jewelry jobs or manufacturing-related departments, which are difficult to recruit new students in recent years.