Rh Bill

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PERCEIVED FACTORS OF PERSONNEL TURNOVER
IN ENGINEERING DEPARTMENT OF
FOUNDATION SPECIALISTS, INCORPORATION

A Term Paper Submitted in
Partial Fulfillment for the Course Requirements in
Communication Arts 2

De La Torre, Mark Louie
Dizon, Ma. Fatima Elliza
Geron, Jannica
Santander, Cherrilyn
Segundo, Shervina
Villapando, Jay-R Joshua

Mrs. Macasaet

TABLE OF CONTENTS

CHAPTER I:
INTRODUCTION

Background of the Study 4
Statement of the Problem 5
Objectives of the Study 7
Significance of the Study 8
Scope and Limitations 8
Materials and Methods 9
Definition of Terms10

CHAPTER II:
DISCUSSION
Profile of the Respondents 12
The Presentation of Average Responses 14

CHAPTER III:
SUMMARY 26

CHAPTER IV:
CONCLUSION 27

CHAPTER V:
RECOMMENDATION 27

CHAPTER VI:
REFERENCES 28

CHAPTER ONE
INTRODUCTION
Managers of organizations are faced with the problem of having to deal with a changing and varied global environment. To be successful, those people who are part of the company cannot just sit back and wait for the things to happen. They need to be proactive in their approach to the opportunities and problems associated with doing business both local and international basis. One of the major tools that managers need to contribute to the success of organizations is through controlling employee turnover, considering the growth on international trade. It continues to become more and more complex. The more people that are involved, the more complicated things become. Turnover costs for many organizations are very high and can significantly affect the financial performance of an organization. Direct costs include recruitment, selection, and training of new people. Much time and expense go into this process. Indirect costs include such things as increased...
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