Abstract
This paper examines the problem of employees sent on assignment overseas, who often experience difficulties upon their return to the U.S. and must readjust to the culture with which they once closely were identified. The author explains that organizations with successful repatriation programs have identified various requirements and employee needs, which result in employee retention for an extended period. The paper reviews the study's research design, which is the qualitative and quantitative exploration and analysis of information, known as historiography, that provides a systematic process of the study of prior historical research.

Table of Contents
Introduction to the Study
Statement of the Problem
Purpose of the Study
Review of Related Literature
Factors Influencing Expatriation and Repatriation
Alternative Models of Repatriation
Shorter Expatriation Periods
Adaptation Model
Career Transitions Model
Organizational Support Model
Research Methodology
Research Design
Statistical Analysis
Data Collection
Findings of the Study
Recommendations
Conclusion

From the Paper
"The basic question facing companies and their expatriate employees is whether any formal or informal repatriation program is offered. While this may seem obvious, the answer differs greatly from company to company. The existence of formal repatriation programs tends to be quite low. One research project by the Conference Board found a little more than one-third, or 36% of respondents offered some sort of repatriation assistance (CLC). Another recent survey found only 27% of the companies surveyed had such a program (HR Reporter). The length of the training varies from less than one day to two or three weeks. Of the respondents, 36.7 percent said their programs were a day or less, and 23.3 percent said they lasted two to three days. More than 26 percent said the training varies by the location of the assignment."

Tags:career, adaptation, japanese, family, frustration

Abstract
The military has had to rely on aggressively attracting recruits to join its ranks at a time when a war rages on in the Middle East. The military has attempted to attract all races, ethnicities, and both males and females to enlist; however, they have also targeted recruits based on race and even offers incentives to lower-income minorities to lure them into enlisting to meet monthly quotas. The proposed Dream Act is representative of this new type of recruiting method, as it offers individuals in this country, who are not United States citizens, residency if they commit to two years of military service.

From the Paper
Running Head: RECRUITING AND RETENTION Recruiting and Retention Issues in the United States Army By Student's Name Name of University Introduction With a completely voluntary system, the United States military has had to rely on aggressively attracting recruits to join its ranks at a time when a war rages on in the Middle East. The military has attempted to attract all races, ethnicities, and both males and females to enlist, however,

Tags:military, retention, recruiting

Abstract
This paper considers ethics and diversity in hiring and retention practices at the Boeing Company. It examines the global workforce of Boeing, the impact of government regulations on Boeing's employment practices and Boeing's commitment to diversity.

From the Paper
"The Boeing Company is one of the two largest airframe manufacturers in the world and has a global workforce ..."

Tags:boeing company, ethics, diversity, human resources

Abstract
This study provides an in-depth analysis of the process of expatriate repatriation, commitment and retention in today?s U.S. organizations. It defines the importance of retaining repatriated employees within a given organization and identifies some of the reasons why employees choose to leave an organization shortly after repatriation. Finally, conclusions are drawn and recommendations made regarding the repatriation process and its long-lasting effects on employees as well as organizations.

Introduction
The Process of Repatriation
Review of Related Literature
Recommendations
Conclusion

From the Paper
"Employees that have been selected to commit a portion of their professional lives overseas must make many sacrifices that may affect the rest of their lives. Many decisions must be made regarding ties to the homeland, including how to manage the residence, if spouses and children will also travel overseas, and how to effectively compensate employees for their commitment."

Tags:assignment, overseas, succesful, repatriation, programs, repatriated, employees

Abstract
This paper describes instituting a system to provide the nursing staff with opportunities and conditional monetary incentives to obtain higher levels of professional development. The paper points out that providing the time and reimbursement to seek adult professional development will enable retaining and recruiting employees and will create a base staff with greater skills to meet the ultimate goal of excellent patient care. The paper also encourages creating tuition reimbursement contracts, which are offered to employees with more than one year employment. Thus, upon achievement of their educational goals and agreement upon a contract commitment to a certain number of years service following the completion of any degree or certificate, the nurses would be reimbursed by the employer.

From the Paper
"Given the nature of the facility, with its overarching emphasis on psychosocial care and the nature of the growth in information in this area, seeking employees who are capable and willing to seek out cutting edge development associated with such care could be the determinant factor of success. Making those employees from those who are already committed to serve this facility would be the best possible solution to any perceived shortcomings. Conditional reimbursement frequently emphasizes time and success contracts that are best employed when the individual is offered support from the institution to allow growth."

Tags:reimbursement, holistic care, burn out, commitment retention

Abstract
The paper discusses how education in nursing is seen by some as a determinant in regards to career retention and job satisfaction. The paper asserts, however, that the relationship between education, career retention and job satisfaction is misunderstood by these nurses and or administrators. The paper argues that job satisfaction plays a significant role in the lives of nurses; job satisfaction impacts quality of care, patient safety, retention, turnover, burnout and commitment a nurse feels toward the organization in which she works. The paper explains that as a nurse, job satisfaction is a must if the goal is professionalism ("Survey of 76,000 Nurses Probes Elements of Job Satisfaction, USA", 2005).

From the Paper
"Education in nursing is seen by some as a determinant in regards to career retention and job satisfaction. The relationship between education, career..."

Tags:education, satisfaction, retention

Abstract
The paper examines five studies that are indicative of the continuously changing and challenging environment in which people work today. The first article looks at a new way of building motivation before an employee is even hired. The second study looks at healthcare and different methods of maintaining employee job interest. The third article looks at the service industry and what can motivate employees in this growing sector. The fourth article looks at the processes of job motivation for people who remain after a downsizing in a global arena. Finally, the last article looks into the future and the type of employee who may be best in a flat, global world in terms of motivation and commitment.

From the Paper
"Organizations realize that it is important to establish job interest and motivation even before the candidate is hired--or employee branding. An article in HR Focus explains that employment branding is the process of planting the idea in the minds of the potential employees that a company is a great place to work. It is to corporate branding, which associates a logo with a positive message. As the employment market gets more competitive for the best talent, the key to success in recruiting becomes how well an organization differentiates itself from others, both in attracting and keeping talent. This is where the concept of employment branding comes in. An effective employment brand: develops the theme; creates a career image of what life would be like to work there; coordinates with the corporate brand; and energizes the right candidates to apply and stay."

Tags:retention, downsizing, satisfaction, interest, commitment

Abstract
This paper examines the impact of customer and brand loyalty on company revenues over a product's life cycle. First, the paper defines product and brand loyalty, using the example of Heinz Ketchup. Then, the consequences of brand loyalty are discussed, which includes a look at customer retention. Methods of customer retention are described, such as increasing the customer experience. Various industries, such as cosmetics, automotive and financial services are examined in light of customer loyalty. Additionally, research is cited which further explores the topic of customer and brand loyalty. The paper concludes by stating that today's business environment is vastly different from the past, and therefore companies must be prepared to commit an extra effort in order to retain customers.

From the Paper
"Basically, a client that does not switch to a new product is a loyal client. Tony O'Reilly, former CEO at H.J. Heinz, explained brand or customer loyalty in these plastic terms: "my acid test...is whether a housewife, intending to buy Heinz tomato ketchup in the store, finding it to be out of stock, will walk out of the store to buy it elsewhere" . This example properly connects customer and brand loyalty not only with the incentive to buy the same product from the same company for a long period of time, but also the rejection of the idea of potentially buying another similar product from a different company, in cases such as the one described previously."

Tags:customers, product loyalty, customer retention, cosmetics industry

Abstract
This paper examines the utility of Employee Development Plans (EDPs), asserting that EDPs are necessary to enhance morale as well as to motivate the employees to work at an exceptional level; when a corporation shows interest in employee development, the employee will more than likely be more committed to that organization. The paper looks at the issues Time Warner Cable Kansas City (TWCKC) had in relation to employee retention, identifying the changes made to revamp its employee training program. In addition, the paper analyzes Airgas' retention issues to see how EDP's can be key to their continued corporate success. The paper concludes with a comparison of TWCKC and Airgas Safety, noting the similarities in their situations, and giving a set of recommendations that can apply to both companies.

Outline:
Abstract
A Look at TWCKC
A Look at Airgas Safety
Similarities between TWCKC and Airgas Safety
Recommendation for TWCKC
Recommendations for Airgas Safety
Recommendations for TWCKC and Airgas Safety
Summary
References

From the Paper
"For EDPs to be effective, employees must be honest as they create them. If an organization misuses the information given in an EDP, employees may be less than honest as they complete them. It has been found that in development plans that were misused to feed into organizational processes like job promotions, employees were not very honest about their strengths and weaknesses (Personal development plans, 1995). That should not be very shocking. It makes perfect sense that if employees feel that the information they give in their EDP will be used to select or not select them for a position, they would not be too eager to highlight their weaknesses. This is precisely the reason that I strongly recommend that TWCKS and Airgas refrain from using EDPs during the selection process. Such misuse would create less than honest EDPs and the EDPs created will ultimately be useless."

Tags:Airgas, Time, Warner, Cable, TWCKC, retention, IDP

Abstract
The paper outlines a proposal to research the role of graduate management schemes in their attraction and retention of talent in the hotels in the UK. The paper provides a brief review of the literature that indicates a critical need for coordination and cooperation among sectors in the U.K. in the training and education of these individuals in the hotel industry. The paper explains that better preparation of employees while at the college or university level will result in employees that are more committed and increase the productivity for the hotel chain establishment.

Outline:
Introduction
Purpose of the Study
Research Questions
Methodology
Literature Review
Findings of the Study
Recommendations for Research

From the Paper
"The objective of this work is to prepare a proposal for research in the area of the role of graduate management schemes in their attraction and retention of talent in the hotels in the UK. The majority of hotel employees are low-skilled and have no qualifications therefore having obtained a graduate degree makes employees more attractive and as well it have become a realization that these employees are generally of higher caliber and therefore retaining these employees and gaining a commitment from the employee in terms of the longevity of these employees have become of vital importance to the hotel industry."

Tags:retention, employment, employees, experience, qualifications