Please use this identifier to cite or link to this item:
https://archive.cm.mahidol.ac.th/handle/123456789/661Full metadata record
| DC Field | Value | Language |
|---|---|---|
| eperson.contributor.advisor | Winai Wongsurawat | - |
| dc.contributor.author | KROEKKRAI SAE-LIM | - |
| dc.date.accessioned | 2021-03-19T09:17:15Z | - |
| dc.date.available | 2021-03-19T09:17:15Z | - |
| dc.date.issued | 2014-05-13 | - |
| dc.identifier | TP EM.010 2014 | - |
| dc.identifier.citation | 2014 | - |
| dc.identifier.uri | https://archive.cm.mahidol.ac.th/handle/123456789/661 | - |
| dc.description.abstract | This paper focuses on the recent controversy in the Human resource industry as “Shall the company invest on training for Generation Y employees as they tend to have low level of commitment and company loyalty”. This research helps to analyze the true factors that lie behind Gen Y employees and what could be done to minimize the impact of Gen Y workforce in the business. It shows that Gen Y employees are different from the early generation of Baby boomers in terms of their working culture and motivational factors. Lastly the fact knowing that training is still an essential part of the business but how the company could benefit from retaining these high caliber candidates with the appropriate approach. KEY WORDS: Gen Y / training / development program/ loyalty / job retention | - |
| dc.publisher | มหาวิทยาลัยมหิดล | - |
| dc.subject | Entrepreneurship Management | - |
| dc.title | THE WORTHINESS OF JOB TRAINING AND DEVELOPMENT PROGRAM FOR GEN Y EMPLOYEES | - |
| dc.type | Thematic Paper | - |
| Appears in Collections: | Thematic Paper | |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| TP EM.010 2014.pdf | 256.64 kB | Adobe PDF |  View/Open |
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