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Link tải miễn phí Luận văn:Retaining skilled employee, case study in Mai Diem textile & garment limited company = giữ chân người lao
ACKNOWLEDGEMENTS............................................................................. i
ABSTRACT .....................................................................................................ii
TÓM TẮT ....................................................................................................... iv
TABLE OF CONTENT................................................................................. vi
LIST OF FIGURE.......................................................................................... ix
INTRODUCTION........................................................................................... 1
1. The necessity of the thesis. ........................................................................ 1
2. Objectives of the research......................................................................... 3
3. Research scope........................................................................................... 3
4. Hypothesis of the research (Research questions) ...................................... 3
6. Methodology.............................................................................................. 4
7. Thesis‘s limitation ..................................................................................... 5
8. Significant.................................................................................................. 5
9. Thesis structure.......................................................................................... 5
CHAPTER 1: LITERATURE REVIEW...................................................... 6
1.1Employee retention................................................................................... 6
1.1.1 Definition of employee retention ...................................................... 6
1.1.2 Reasons of employee retention ......................................................... 7
1.1.3 Factors make employees leave Company ......................................... 8
1.2 Employee retention components. ............................................................ 9 1.2.1 Work environment and Job Design................................................... 9
1.2.2 Leadership ....................................................................................... 11
1.2.3 Employee Recognition, Rewards and Compensation..................... 13
1.3 Employee retention tactics..................................................................... 14
1.3.1 Employee Compensation. ............................................................... 15
1.3.2 Employee Benefits. ......................................................................... 16
1.3.3 Employee Recognition and Reward Program.............................. 18
1.3.4 Job satisfaction ................................................................................ 20
1.3.5 Creating a comfortable work environment. .................................... 22
1.3.6 Coaching programmes. ................................................................... 24
1.4 Employee retention in Garment and textile industry............................. 25
1.4.1 Overview on Vietnam‘s garment and textile industry. ................... 25
1.4.2 Human resource management and development solution .............. 26
CHAPTER 2: ANALYSIS OF MAI DIEM’S EMPLOYEE RETENTION
......................................................................................................................... 29
2.1 Overview of Mai Diem Garment and Textile Company....................... 29
2.2 The Research methodology ................................................................... 30
2.2.1 Overall approach ............................................................................. 30
2.2.2 Questionnaire development............................................................. 31
2.2.3 Target Population ............................................................................ 32
2.3 Findings and analysis............................................................................. 33
2.3.1 Benefit programs ............................................................................. 33
2.3.2 Strategies ......................................................................................... 41
2.3.3 Organizational culture..................................................................... 49
2.3.4 Employee Satisfaction..................................................................... 57
CHAPTER 3: RECOMMENDATION AND CONCLUSION................. 68
3.1 Overview of the current human resource system at Mai Diem............. 68
3.2 Recommendation for Mai Diem Garment and Textile Company ......... 68
3.2.1 Clear Objectives about work climate .............................................. 68
3.2.2Training and Motivation .................................................................. 70
3.2.3 Benefits and Compensation.......................................................... 71
3.2.4 Communication and Assistance ................................................... 72
3.2.5 Create belief for the employees in the future development of Mai
Diem ......................................................................................................... 73
3.3 Action plan............................................................................................. 74
3.3.1 The action plan in long term ........................................................... 74
3.3.2 The proposed action plan in short term to attract newcomers and
sustain current employees from the researcher:....................................... 77
CONCLUSION.............................................................................................. 80
REFERENCE ................................................................................................ 82
APPENDIX .................................................................................................... 84
1. The necessity of the thesis.
In today‘s economy, the bottom line in business is profits. Where do
the profits come from? From sales of services and/or products. We have
developed the following acronym (ECP) that explains how companies will
increase their profits.
E— Employee retention and employee satisfaction. When you have
satisfied employees (who are not caught up in the quagmire of bureaucracy
and leave), they are more able to Giúp the customer.
C— Customer retention. The more effective the customer services the
greater the customer retention.
P— Profit. The equation is simple from this point on. When we keep
customers that are satisfied, and continue to add more, the corporation has
increased the likelihood of increased profits.
Employee Satisfaction + Customer Satisfaction = Increased Profits
Employee is the most important asset of enterprises but many
enterprises have failed to introduce reasonable solutions to retain qualified
employees. This reduces the main competitiveness of enterprises in the
current period.
Skilled employee is defined as a segment of the work force with a high
skill level that creates significant economic value through the work performed
(human capital). Skilled labor is generally characterized by high education or
expertise levels and high wages. Skilled labor involves complicated tasks that
require specific skill sets, education, training and experience, and may involve
abstract thinking. So, attracting and retaining skilled employees are the best solution to help
enterprises develop rapidly and sustainably. However, Vietnam enterprises always
have to deal with the risk of losing their top talents to competitors.
Enterprises need to be aware that retaining employees is not a
countermeasure but a strategy. A strategy of retaining and developing human
resource need to process fully and professionally which follows a consecutive
chain including recruitment, training, retaining and human resource
development. This includes such factors as: Creating human resource + Reduce
dissatisfaction + Motivation. Solutions that give enterprises introduce to retain
good employee must meet the three mentioned-above groups of factors.
If one enterprise ignores the above issue and just pays attention to
income, compensation, promotion, it is not differentiated from others.
Moreover, other enterprises may offer better compensations so as to attract
good people. Nevertheless, if one enterprise focuses much on income for
employee, however, it fails to create a professional working environment,
such excellent labor will fell boring and they soon leave for other companies.
Retaining excellent labor is a throughout process, beginning at the work of
attraction-recruitment-working and cooperation for productivity. These items
need to be processed professionally together with the sharing and close
cooperation of leaders, which can make excellent labor think again before
they decide to accept attractive invitations.
Mai Diem textile and garment limited Company specializes in domestic
and exported products. Building and maintaining a high-skilled workforce has
enabled the company to produce high-quality products. For many years, the
Company has focused on investment to building a high-skilled workforce,
having realized that its development and success are heavily based on the
quality of such workforce, to be able to cope with the change of the new environment. The year 2008 has marked a period when the competition of
local garment industry has reached another level, challenging Mai Diem to
foster its success and maintain the well-living condition for its 200
employees. Attracting and retaining the high-skilled employees is seen as one
of the vital factor for maintaining the competitive advantage of the company.
As one of committed employees in Mai Diem company, I choose the topic
"Retaining skilled employees, case study in Mai Diem textile and garment
limited Company." as the official one for my Business Administration thesis.
2. Objectives of the research
The purpose of this research is to identify the relationship between
these factors: salary, compensation and benefit, working environment, career
promotion chance, employee‘s satisfaction, especially in Mai Diem garment
& textile Company. Thence, the thesis aims to achieve the following
objectives:
- Identifying and assess actual situations of Mai Diem‘s Human
Resource Management and its current employee retention.
- Develop some suggestions and recommendations to retain skilled
employee in Mai Diem Company.
3. Research scope
Doing research Human resource management is a broad topic. The
thesis only concentrates on employee retention with case study in Mai Diem
garment textile Company. The definition of employee retention using in this
study means skilled employee. Research period from 2006-2010.
4. Hypothesis of the research (Research questions)
From my point of view, the research focuses on main factors in order to
satisfy needs of employees to retain them, as follows: Hypothesis 1: The higher the income, the more loyal and dedicated
employee are.
Hypothesis 2: Working environment at the Company affects the level
of labor‘s loyalty by proportional.
Hypothesis 3: Career development opportunities of individuals affect
to the level of labor dedicated to Company by proportional
5. Data sources
- Reports of Mai Diem garment & textile Company from 2006 to 2010
(including HR reports, financial reports and other statistical reports relating HR)
- Data from survey, observation, direct interview and discussion with
CEO & employees of Mai Diem Company.
- Data from other sources such as specialist magazines and books, internet.
6. Methodology
In the research for this study, the objective is to identify the relationship
among various factors as describe and understand the current employee
retention status at Mai Diem textile and Garment Company. Therefore, a
research survey is very effective to gather data on the background of the
research hypotheses for the purpose of analysis. Dawson (2009) has
emphasized on the importance of the research survey as it will Giúp the
researcher to collect data from the participants while the population of interest
can also be understood. Based on such effectiveness, the researcher has used
the quantitative method to carry out the research through using the
questionnaire. Moreover, the research aims to apply to descriptive analysis
and logical reasoning to analyze the data collected.
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ACKNOWLEDGEMENTS............................................................................. i
ABSTRACT .....................................................................................................ii
TÓM TẮT ....................................................................................................... iv
TABLE OF CONTENT................................................................................. vi
LIST OF FIGURE.......................................................................................... ix
INTRODUCTION........................................................................................... 1
1. The necessity of the thesis. ........................................................................ 1
2. Objectives of the research......................................................................... 3
3. Research scope........................................................................................... 3
4. Hypothesis of the research (Research questions) ...................................... 3
6. Methodology.............................................................................................. 4
7. Thesis‘s limitation ..................................................................................... 5
8. Significant.................................................................................................. 5
9. Thesis structure.......................................................................................... 5
CHAPTER 1: LITERATURE REVIEW...................................................... 6
1.1Employee retention................................................................................... 6
1.1.1 Definition of employee retention ...................................................... 6
1.1.2 Reasons of employee retention ......................................................... 7
1.1.3 Factors make employees leave Company ......................................... 8
1.2 Employee retention components. ............................................................ 9 1.2.1 Work environment and Job Design................................................... 9
1.2.2 Leadership ....................................................................................... 11
1.2.3 Employee Recognition, Rewards and Compensation..................... 13
1.3 Employee retention tactics..................................................................... 14
1.3.1 Employee Compensation. ............................................................... 15
1.3.2 Employee Benefits. ......................................................................... 16
1.3.3 Employee Recognition and Reward Program.............................. 18
1.3.4 Job satisfaction ................................................................................ 20
1.3.5 Creating a comfortable work environment. .................................... 22
1.3.6 Coaching programmes. ................................................................... 24
1.4 Employee retention in Garment and textile industry............................. 25
1.4.1 Overview on Vietnam‘s garment and textile industry. ................... 25
1.4.2 Human resource management and development solution .............. 26
CHAPTER 2: ANALYSIS OF MAI DIEM’S EMPLOYEE RETENTION
......................................................................................................................... 29
2.1 Overview of Mai Diem Garment and Textile Company....................... 29
2.2 The Research methodology ................................................................... 30
2.2.1 Overall approach ............................................................................. 30
2.2.2 Questionnaire development............................................................. 31
2.2.3 Target Population ............................................................................ 32
2.3 Findings and analysis............................................................................. 33
2.3.1 Benefit programs ............................................................................. 33
2.3.2 Strategies ......................................................................................... 41
2.3.3 Organizational culture..................................................................... 49
2.3.4 Employee Satisfaction..................................................................... 57
CHAPTER 3: RECOMMENDATION AND CONCLUSION................. 68
3.1 Overview of the current human resource system at Mai Diem............. 68
3.2 Recommendation for Mai Diem Garment and Textile Company ......... 68
3.2.1 Clear Objectives about work climate .............................................. 68
3.2.2Training and Motivation .................................................................. 70
3.2.3 Benefits and Compensation.......................................................... 71
3.2.4 Communication and Assistance ................................................... 72
3.2.5 Create belief for the employees in the future development of Mai
Diem ......................................................................................................... 73
3.3 Action plan............................................................................................. 74
3.3.1 The action plan in long term ........................................................... 74
3.3.2 The proposed action plan in short term to attract newcomers and
sustain current employees from the researcher:....................................... 77
CONCLUSION.............................................................................................. 80
REFERENCE ................................................................................................ 82
APPENDIX .................................................................................................... 84
1. The necessity of the thesis.
In today‘s economy, the bottom line in business is profits. Where do
the profits come from? From sales of services and/or products. We have
developed the following acronym (ECP) that explains how companies will
increase their profits.
E— Employee retention and employee satisfaction. When you have
satisfied employees (who are not caught up in the quagmire of bureaucracy
and leave), they are more able to Giúp the customer.
C— Customer retention. The more effective the customer services the
greater the customer retention.
P— Profit. The equation is simple from this point on. When we keep
customers that are satisfied, and continue to add more, the corporation has
increased the likelihood of increased profits.
Employee Satisfaction + Customer Satisfaction = Increased Profits
Employee is the most important asset of enterprises but many
enterprises have failed to introduce reasonable solutions to retain qualified
employees. This reduces the main competitiveness of enterprises in the
current period.
Skilled employee is defined as a segment of the work force with a high
skill level that creates significant economic value through the work performed
(human capital). Skilled labor is generally characterized by high education or
expertise levels and high wages. Skilled labor involves complicated tasks that
require specific skill sets, education, training and experience, and may involve
abstract thinking. So, attracting and retaining skilled employees are the best solution to help
enterprises develop rapidly and sustainably. However, Vietnam enterprises always
have to deal with the risk of losing their top talents to competitors.
Enterprises need to be aware that retaining employees is not a
countermeasure but a strategy. A strategy of retaining and developing human
resource need to process fully and professionally which follows a consecutive
chain including recruitment, training, retaining and human resource
development. This includes such factors as: Creating human resource + Reduce
dissatisfaction + Motivation. Solutions that give enterprises introduce to retain
good employee must meet the three mentioned-above groups of factors.
If one enterprise ignores the above issue and just pays attention to
income, compensation, promotion, it is not differentiated from others.
Moreover, other enterprises may offer better compensations so as to attract
good people. Nevertheless, if one enterprise focuses much on income for
employee, however, it fails to create a professional working environment,
such excellent labor will fell boring and they soon leave for other companies.
Retaining excellent labor is a throughout process, beginning at the work of
attraction-recruitment-working and cooperation for productivity. These items
need to be processed professionally together with the sharing and close
cooperation of leaders, which can make excellent labor think again before
they decide to accept attractive invitations.
Mai Diem textile and garment limited Company specializes in domestic
and exported products. Building and maintaining a high-skilled workforce has
enabled the company to produce high-quality products. For many years, the
Company has focused on investment to building a high-skilled workforce,
having realized that its development and success are heavily based on the
quality of such workforce, to be able to cope with the change of the new environment. The year 2008 has marked a period when the competition of
local garment industry has reached another level, challenging Mai Diem to
foster its success and maintain the well-living condition for its 200
employees. Attracting and retaining the high-skilled employees is seen as one
of the vital factor for maintaining the competitive advantage of the company.
As one of committed employees in Mai Diem company, I choose the topic
"Retaining skilled employees, case study in Mai Diem textile and garment
limited Company." as the official one for my Business Administration thesis.
2. Objectives of the research
The purpose of this research is to identify the relationship between
these factors: salary, compensation and benefit, working environment, career
promotion chance, employee‘s satisfaction, especially in Mai Diem garment
& textile Company. Thence, the thesis aims to achieve the following
objectives:
- Identifying and assess actual situations of Mai Diem‘s Human
Resource Management and its current employee retention.
- Develop some suggestions and recommendations to retain skilled
employee in Mai Diem Company.
3. Research scope
Doing research Human resource management is a broad topic. The
thesis only concentrates on employee retention with case study in Mai Diem
garment textile Company. The definition of employee retention using in this
study means skilled employee. Research period from 2006-2010.
4. Hypothesis of the research (Research questions)
From my point of view, the research focuses on main factors in order to
satisfy needs of employees to retain them, as follows: Hypothesis 1: The higher the income, the more loyal and dedicated
employee are.
Hypothesis 2: Working environment at the Company affects the level
of labor‘s loyalty by proportional.
Hypothesis 3: Career development opportunities of individuals affect
to the level of labor dedicated to Company by proportional
5. Data sources
- Reports of Mai Diem garment & textile Company from 2006 to 2010
(including HR reports, financial reports and other statistical reports relating HR)
- Data from survey, observation, direct interview and discussion with
CEO & employees of Mai Diem Company.
- Data from other sources such as specialist magazines and books, internet.
6. Methodology
In the research for this study, the objective is to identify the relationship
among various factors as describe and understand the current employee
retention status at Mai Diem textile and Garment Company. Therefore, a
research survey is very effective to gather data on the background of the
research hypotheses for the purpose of analysis. Dawson (2009) has
emphasized on the importance of the research survey as it will Giúp the
researcher to collect data from the participants while the population of interest
can also be understood. Based on such effectiveness, the researcher has used
the quantitative method to carry out the research through using the
questionnaire. Moreover, the research aims to apply to descriptive analysis
and logical reasoning to analyze the data collected.
Do Drive thay đổi chính sách, nên một số link cũ yêu cầu duyệt download. các bạn chỉ cần làm theo hướng dẫn.
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