VGU RESEARCH REPOSITORY
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Title: | Employee retention: How perceptions and visions of employers and employees are different - case study of startups in HCMC, Vietnam | Authors: | Nguyen Pham Tuan Anh | Keywords: | Employee retention;Start-up companies;Perception;Vision | Issue Date: | 2017 | Publisher: | Vietnamese-German University | Abstract: | These days Vietnam has become one of the hottest countries in South East Asia for startups with the supports from government and the increasing development of the startup community. The development of the whole ecosystem is needed for the sustainable growth and achievement of the startups and also the economy. To go global and compete at the international level with foreign competitors, startups must have a strong team with talents for the operation. Operating in an immature ecosystem, startups in Ho Chi Minh City, Vietnam have many challenges related to the shortages and limitations of capital: financial capital, knowledge capital, human capital and relational capital. Because of the shortages, it is very hard for these startups to retain their talents from the attraction of large companies. This research aims to explore and investigate how startups in Ho Chi Minh City, Vietnam deal with retention challenges in their difficult situations of lacking resources. With the qualitative approach and the interpretative phenomenological analysis, this research also wants to clarify the nature of a very strong phenomenon in HRM: there are always differences and gaps in perceptions of employees and employers about retention practices. By ten deep semi-structured interviews with both the employers and the employees of five startups, the research has critically explored that all the employers has designed their retention practices by their mindsets or philosophies and there are 12 differences perceptions and visions in minds of employers and employees when they think about future retention policies with the strongest difference comes from the employee side: Work-life balance. The causes of that phenomenon in these five cases come from the lack of communication between the employers and the employees, the philosophies and mindsets of the employers about retention practices and the experience and failures in the past of the employers. |
URI(1): | http://epub.vgu.edu.vn/handle/dlibvgu/837 |
Appears in Collections: | MBA |
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