| # | Organisation Name | Industries | Headquarter | Description | Founded Year | Company Type | Num of Employees |
|---|---|---|---|---|---|---|---|
1 | Human Resources | New York, NY | Employers:
Grace Institute has a proven record for sourcing and staffing the right administrative talent for top companies in New York City. Based on the employers hiring requirements, Grace screens candidates and schedules interviewing events-at no cost to you. Businesses are encouraged to engage with Grace to identify skill gaps and influence training to help develop a pipeline of talent for your organization. Grace’s program is constantly evolving to meet the ever-changing needs of the business community.
Candidates:
Grace Institute specializes in placing talented administrative professionals. Grace Institute has been Moving Women for more than a century, providing administrative professional training, and job placement assistance for women in the New York City area for over 120years.
THE GRACE APPROACH
Grace Institute is one of only three workforce development programs in NYC focused solely on women, and is unique in its commitment to identifying and training for middle skill jobs.
The Grace high-touch approach combines the following:
• Five months of computer and professional training
• Workshops with corporations and executives
• A community of collaboration and confidence
• One year of job placement services
• One year of job retention support
• Lifetime access to post graduate workshops and community
…All free of charge.
Founded over 118 years ago, Grace Institute offers these services so that the participants can realize their inherent strength, resilience, and limitless potential. | 1897 | Nonprofit | 125 | |
2 | Nonprofit Organization Management | Brooklyn, NY | The HOPE Program empowers New Yorkers to build sustainable futures through training, jobs, advancement and lifelong career support - with programs for diverse careers, including specialized training for the green collar sector.
With over 30 years of experience in workforce development, HOPE empowers New Yorkers living in poverty gain and grow careers. We are unique in our service to and success with some of the hardest-to-employ men and women; our focus on long-term job retention, which is a true predictor of economic self-sufficiency; our use of data to continuously strengthen our services; and our intimate and respectful environment which supports all clients as they achieve their goals.
Businesses
At HOPE, your hiring needs are our priority. We tailor our recruitment and training services to your needs because we understand the importance of hiring the right candidate for the right position.
Our services include:
•Recruitment and Placement
•On-the-Job Training
•Retention and Advancement
Job Candidates
HOPE offers training to prepare job seekers for a career in a number of industries. Candidates also receive on-the-job training, resume development and interview preparation to give them the experience and skills needed to be competitive in today's job market. | 1984 | Nonprofit | 117 | |
3 | Information Technology | Jersey City, NJ | Hudson Community Enterprises is a non profit organization based in Jersey City, New Jersey. Our organization, founded in 1957, focuses on job preparation, training, and job retention services for individuals with disabilities and other barriers to employment. | 1957 | Nonprofit | 105 | |
4 | Social Organization | Vila Nova de Gaia, Porto, Norte Portugal | CRPG - Centro de Reabilitação Profissional de Gaia is an association governed by public law, created in 1992 by a cooperation agreement between Instituto de Emprego e Formação Profissional (IEFP), a Cooperativa para a Educação e Reabilitação de Cidadãos Inadaptados de Gaia (CERCIGAIA) e a Associação dos Deficientes das Forças Armadas (ADFA).
Mission
Enhancing social and economic autonomy of persons with disabilities.
Vision
A decent, open and inclusive society.
Intervention axels
• Active inclusion of people with disabilities
Initial qualification
Access, job retention and return to work
• Professional rehabilitation and reintegration
Rehabilitation and reintegration program of persons with acquired disabilities as a consequence of accidents and diseases
Rehabilitation program of persons with acquired brain injury
Rehabilitation program of persons living with cancer
• Lifelong qualification
Continuous training
Competecences certification
Our services
• Qualification and employment guidance
• Vocational training
• Work and employment mediation
• Assessment of functionality, needs and potentials of rehabilitation and reintegration
• Psychosocial development
• Neuropsychological rehabilitation
• Functional rehabilitation
• Assistive products
• Professional readaptation and return to work
• Competences certification | 1992 | Public Company | 58 | |
5 | Medical Devices | Olympia, WA | Naked Prosthetics designs and fabricates high-quality prosthetic devices specifically for finger loss. Our mission is to positively impact the lives of people living with digit amputation by providing fully articulating, high-quality finger prostheses. Our products aim to restore the ability to perform common tasks, supporting job retention and an active lifestyle.
Customers have lost fingers to power tools, equipment malfunctions, injury in the line of military service, random accidents, and infections. Historically, finger prostheses have been considered a second tier of prosthetics due to the lack of meaningful functionality provided by a silicone cosmesis. Thanks to our innovative products, clinicians and patients now have a functional option.
Our prosthetic fingers are intentionally left uncovered because we believe innovative technology should be displayed with pride. Our design mimics finger motion and utilizes the remainder of an amputee’s digit to drive the device. Each device is custom fit and manufactured to the customer’s unique measurements.
For more information, please message us here, or contact one of our customer care representatives at [email protected]. | 2011 | Privately Held | 51 | |
6 | Education Management | Walnut, CA | Don’t. Get. Romantic.
Job interview tips and Career Readiness taught today are fixated on outdated and generic contents. Not Squarage®. The good ole’ days are gone. Don’t get romantic and stay stuck in how things use to be or how they should be.
Squarage® has created an Interview Skills, Job Retention, and Job Search Prep curriculum for career pathways and student success. We intend to enhance your work-based learning activities, staff development, soft skills, and workforce development needs for a post-modern economy.
When you don’t evolve, people leave. Just ask Lebron James or Kevin Durant. People mobilize when they get complacent like Lewis and Clark, Christopher Columbus, and Marco Polo.
Playing it safe is risky.
SquarageGlobal.com
Email us for a free demo of the Interview Skills, Job Retention, and Job Search Prep career readiness curriculum via [email protected]! | - | Self-Employed | 2 | |
7 | Nonprofit Organization Management | Nashville, Tennessee | For nearly four decades, Project Return has been solely dedicated to the people who are returning to the Nashville community after incarceration, facilitating job search, job placement, and job retention, as well as providing wraparound intensive case management and a broad array of assistance and support.
Our effectiveness is amplified by entrepreneurship: Project Return operates two revenue-generating social enterprises. Through our first social enterprise, PRO Employment (PROe), we create jobs and hire people immediately. Since its inception in 2013, PROe has employed 517 people and has generated more than $1.8M in revenue. Our second social enterprise, PRO Housing, creates affordable rental homes for people who have successfully started new lives, through the acquisition, rehab, and preservation of affordable housing stock in Nashville.
The funds utilized by Project Return represent money not spent on incarceration. The annual cost of imprisonment in Tennessee is approximately, $27,000 per person. Comparing Project Return's lower recidivism to the state's higher rate, and considering just the cost of imprisonment, the impact of Project Return in 2017 is approximately $3.3M in taxpayer dollars saved.
Joblessness only magnifies the negative cycle of formerly incarcerated individuals going back to prison. By understanding the collateral consequences of a criminal conviction and choosing instead to support an individual's successful return to society through stable, full-time employment, Project Return serves as an important part of the solution to end mass incarceration. | 1979 | Nonprofit | 45 | |
8 | Human Resources | AE, Inc. provides supported employment services to adults with developmental disabilities. Services include assessment, job development & placement, job coaching and job retention. Our mission is to place individuals in community-based jobs that take into account personal strengths and preferences. Our role is to provide the level of training and support each individual requires to attain success in the community. | - | Nonprofit | 36 | ||
9 | Professional Training and Coaching | San Jose, CA | The work2future Foundation was established in September of 2011 with the purpose of creating and advancing new opportunities to connect workforce and economic development as well as to promote small business development, growth and sustainability. The work2future Foundation is a 501(c) (3) corporation that provides publicly and privately funded vocational education and training programs in Santa Clara County and its unincorporated areas. Our goal is to increase employment opportunities and job retention in our community by offering employers with no-cost recruiting services as well as providing job seekers the training necessary to secure employment.
The work2future Foundation operates within its ability to administer federal Workforce Investment Act funds to serve an estimated 5,000 job seekers each year. As a non-profit corporation, we are actively seeking additional grant opportunities to provide additional resources and expand the scope of services offered to our community. | 2011 | Nonprofit | 34 | |
10 | Nonprofit Organization Management | Oakland, California | Clausen House is a not for profit organization that assists men and women with developmental disabilities in becoming part of the community.This goal is achieved through serving individuals in our Supported Employment, Residential, Adult Education and Independent and Supported Living programs. Founded in 1967 Clausen House now serves more than 175 individuals in the Bay Area.
Clausen House's Supported Employment program helps employers save time, money and effort by alleviating some of the demands associated with training and hiring a new employee. Our Supported Employment program has had a long history of providing businesses and companies with a pool of capable employees that are dedicated and loyal. Over the years we have worked with an extraordinary group of individuals who have assisted us in becoming known and trusted for high rates of job retention in entry level positions. On top of this we also provide all of our business partners with a host of Added Value Resources which makes choosing Clausen House for your business needs the right decision for your company. | 1967 | Nonprofit | 32 |
Job Retention
Summary
- 58 Companies
- 3 Patents
- 20 Use Cases
- 12 Case Studies
- 113 Science Papers
- Total Funding
Companies
Patents
| # | Number | Title | Abstract | Date | Kind | Assignee | Inventor |
|---|---|---|---|---|---|---|---|
1 | 7 321 437 | E-mail to job retention | The present invention relates to a system and method for transmitting and storing print jobs sent via e-mail. A first embodiment entails sending a document to be printed as an e-mail attachment to an e-mail enabled printer. The printer extracts the document from the e-mail attachment and performs any necessary decompression, decoding, and translation. The document may be placed in a print queue for printing and/or the document may be stored in a job retention area of printer memory. Preferably, the e-mail, which delivers the print job to the document to the printer, may specify various print settings for printing the document, as well as storage options and access rights if the document data is stored in job retention.In a second embodiment, an e-mail enabled print server is configured to extract documents sent as attachments to an e-mail and to distribute the print jobs to a network printer. | Mon, 21 Jan 2008 | B2 | Hewlett-Packard Development Company, L.P. | Travis J. Parry |
2 | 7 239 409 | Remote access to print job retention | The present invention provides methods and apparatus for remotely managing and accessing print jobs stored in job retention of a printing device, including displaying, printing, canceling, prioritizing, and otherwise controlling various aspects of the print jobs and/or the print queue. In a preferred embodiment, the present invention makes use of a Java-enabled Web browser on a workstation, a java applet accessible by the Web browser, and an embedded Web server incorporated in a printing device to provide the management and access functions. Rasterized images of the print jobs may also be viewed by using the applet file viewer. | Mon, 2 Jul 2007 | B2 | Hewlett-Packard Development Company, L.P. | Travis J. Parry |
3 | 7 002 703 | Automatic download to print job retention | The present invention provides methods of using an embedded Web server on a printing device to automatically download desired web-based data from a remote Web site, as well as methods for storing the downloaded information in a printer-associated cache (job retention) for later printing and/or access. The methods of the present invention further permit the data downloads to be scheduled, for example, during nonpeak hours of internet or network usage, and/or at predetermined intervals. Additionally, the apparatus described in the methods of the present invention comprise a system for downloading web-based data. | Mon, 20 Feb 2006 | B2 | Hewlett-Packard Development Company, L.P. | Travis Parry |
Patents by Year
Inventors
Assignees
Assignees
Science
Data limited by 2021
Top 10 cited papers
| # | Paper Title | Paper Abstract | Authors | Fields of Study | Year | Citation Count |
|---|---|---|---|---|---|---|
1 | Unemployment, job retention, and productivity loss among employees with depression. | OBJECTIVE
This study comprehensively assessed the work outcomes of employees with depression.
METHODS
We collected baseline and six-month follow-up survey data from 229 employees with depression and two employee comparison groups: a group of healthy patients for the control group (N=173) and a group with rheumatoid arthritis (N=87), a frequent source of work disability. Outcomes included new unemployment and, within the employed subgroup, job retention (versus job turnover), presenteeism (that is, diminished on-the-job performance and productivity), and absenteeism.
RESULTS
At the six-month follow-up, persons with depression had more new unemployment--14 percent for persons in the dysthymia group, 12 percent for persons in the major depression group, and 15 percent for persons in the group with both dysthymia and major depression, compared with 2 percent for persons in the control group and 3 percent for persons in the rheumatoid arthritis group. Among participants who were still employed, those with depression had significantly more job turnover, presenteeism, and absenteeism.
CONCLUSIONS
In addition to helping employees with depression obtain high-quality depression treatment, new interventions may be needed to help them to overcome the substantial job upheaval that this population experiences. | Psychology, Medicine | 2004 | 391 | |
2 | A theoretical model of job retention for home health care nurses. | BACKGROUND
Predicted severe nursing shortages and an increasing demand for home health care services have made the retention of experienced, qualified nursing staff a priority for health care organizations.
AIMS
The purpose of this paper is to describe a theoretical model of job retention for home health care nurses.
METHODS
The theoretical model is an integration of the findings of empirical research related to intent to stay and retention, components of Neal's theory of home health care nursing practice and findings from earlier work to develop an instrument to measure home health care nurses' job satisfaction.
DISCUSSION
The theoretical model identifies antecedents to job satisfaction of home health care nurses. The antecedents are intrinsic and extrinsic job characteristics. The model also proposes that job satisfaction is directly related to retention and indirectly related to retention though intent to stay. Individual nurse characteristics are indirectly related to retention through intent to stay. The individual characteristic of tenure is indirectly related to retention through autonomy, as an intrinsic characteristic of job satisfaction, and intent to stay.
CONCLUSIONS
The proposed model can be used to guide research that explores gaps in knowledge about intent to stay and retention among home health care nurses. | Medicine | 2004 | 131 | |
3 | Can We Improve Job Retention and Advancement among Low-Income Working Parents? | In this paper we review the evidence on four approaches to improving job retention and advancement among low-income working adults. These four approaches are: 1) Financial incentives and supports; 2) Case management and service provision, often by labor market intermediaries; 3) Skill development strategies; and 4) Employer-focused efforts, such as sectoral strategies and career ladder development at private firms. Within each category, we find at least some evidence of positive impacts on retention or advancement. Among the most promising approaches are the use of labor market intermediaries for job placements, the use of community colleges for training, and a variety of efforts that involve local employers. Mixed strategies that combine strong financial incentives and supports with labor market services and training also show promise. The paper also identifies areas where additional evaluation is needed. | Business, Economics | 2005 | 60 | |
4 | Safety Factors Predictive of Job Satisfaction and Job Retention Among Home Healthcare Aides | Objectives:Although many of the well known work characteristics associated with job satisfaction in home health care have been documented, a unique aspect of the home health care aides' (HHA) work environment that might also affect job satisfaction is the fact that their workplace is a household. To obtain a better understanding of the potential impact of the risks/exposures/hazards within the household environment on job satisfaction and job retention in home care, we recently conducted a risk assessment study. Methods:Survey data from a convenience sample of 823 New York City HHAs were obtained and analyzed. Results:Household/job-related risks, environmental exposures, transportation issues, threats/verbal and physical abuse, and potential for violence were significantly correlated with HHA job satisfaction and job retention. Conclusions:Addressing the modifiable risk factors in the home health care household may improve job satisfaction and reduce job turnover in this work population. | Medicine | 2008 | 49 | |
5 | How human resources management best practice influence employee satisfaction and job retention in the Thai hotel industry | ABSTRACT Human resources management (HRM) practices are hotel management tools that contribute to organizational success. The purpose of this study was to evaluate how soft HRM practices in the Thai hotel industry affect job satisfaction and job retention. This study focuses on soft HRM practices, which draws on theories of commitment and motivation. Soft HRM refers to human relations between staff and the hotel organization. A quantitative approach was employed using multiple regression technique with a stepwise method for data analysis. It was found that employee satisfaction is not fostered by increasing remuneration, but is more related to the quality of working life, good leadership style, regular training, employment security, the hotel's brand image, and employees' personal traits, a most important aspect. The findings from this study provide a comprehensive framework for both academic and managerial responses to resolve the labor and skill shortage crises. Equally important is the extrinsic and intrinsic motivation and personal attitude theory that underpins employee job satisfaction in this study. | Business | 2018 | 47 | |
6 | The effect of human resource management practices on the job retention of former welfare clients | Why should an employer hire a former welfare client?What human resource management practices can help employers retain former welfare clients? This study addresses these questions against the backdrop of changes in welfare legislation in the United States that have lessened support to welfare clients and their families and emphasized movement into the workplace. We conducted a large-scale empirical study of the effectiveness of a wide range of HRM practices and found that higher wages, better financial and health benefits, and development opportunities were positively associated with job retention. Unexpectedly, supervisory training had no relationship to retention, and appraising supervisors on providing a supportive and inclusive work environment showed a negative relationship. We provide suggestions to employers for improving the job retention of former welfare recipients along with directions for additional research. © 2006 Wiley Periodicals, Inc. | Psychology, Business | 2006 | 46 | |
7 | Promoting Sustainability in Frontline Home Care Aides: Understanding Factors Affecting Job Retention in the Home Care Workforce | With the growth of the older adult population increasing at an exponential rate, caring for this population has become increasingly difficult. As many choose to age in place (i.e., in the home environment), both the public and private sectors are being forced to respond. The emergence of home health care and the employment of home care aides is one of the ways that the industry has evolved to meet this crisis. However, retention of home care aides has proven problematic. This study explores factors affecting home care aide retention in agencies that employ home care aides. A sample of 116 home care aides employed by three agencies was surveyed to identify retention issues relative to the home care aide. A hypothetical model of home care aid job retention was tested with a hierarchical regression analysis, where 11 variables were entered in five steps, using a time-sequenced order. The results indicated that the hypothetical model was able to explain 41% of the variance in months employed as home care aides, with age, education, wages earned, and intrinsic satisfaction as the most significant contributors to the model. Being able to predict retention of home care aides allows employing agencies to realign themselves to retain workers and improve quality of care. However, it is important to realize that the same traits that predict retention among home care aides may also leave these workers vulnerable to exploitation. | Political Science, Medicine | 2010 | 42 | |
8 | Employment and Satisfaction Outcomes From a Job Retention Intervention Delivered to Persons with Chronic Diseases | Job retention services are recommended for people with chronic diseases based on their high risk for work disability. This randomized trial tested the effectiveness of a job retention intervention in a sample of employed persons with rheumatic diseases at risk for work disability. One hundred and twenty-two experimental participants received the job retention intervention, and 120 controls received written materials. Employment status was assessed at 6-month intervals up to 48 months after enrollment. Main outcomes were time to job loss and satisfaction with the experimental and control interventions. The log-rank test was used to detect a difference between the groups in time to job loss. Between-group differences in satisfaction scores were analyzed using Wilcoxon tests. Job loss was delayed in experimental participants compared with controls, p = 0.03. Satisfaction scores for the job retention intervention were substantially higher than those for the written materials, p < 0.0001. Job retention intervention has the potential to reduce the high rates of chronic disease—associated job loss. | Medicine, Psychology | 2005 | 38 | |
9 | Absence management: the issues of job retention and return to work | Strategies aimed at facilitating the job retention and return to work of sick and injured workers are currently the subject of growing attention. In this article the authors examine the nature and potential significance of such strategies to absence management and utilise interview findings to shed light on current employer policies and practices relating to the management of long-term absences. They conclude that at the national level a large proportion of working days lost through sickness absence stem from relatively long spells of absence and that the adoption of a proactive approach to supporting the return to work of ill and injured workers can have beneficial consequences. However, they further conclude that few organisations appear to have comprehensive arrangements in place to handle cases of long-term absence. A number of areas where present employer arrangements could usefully be reviewed are therefore identified. | Business | 2002 | 37 | |
10 | Factors related to job satisfaction and autonomy as correlates of potential job retention for rural nurses. | This study of 167 nurses in 10 rural Georgia agencies examines the relationships among personal characteristics, factors of job satisfaction, autonomy, and job retention. The findings indicate that, contrary to expectations, personal characteristics (e.g., age, education, salary, marital status, and number of dependents) are not strong predictors of job retention in this sample. Some of the factors of job satisfaction do correlate negatively with indicators of impending job change, but the strongest relationships were those related to nursing autonomy. The study concludes that, of the variables studied, autonomy was the most effective predictor of job satisfaction and intention to remain in the current position. | Psychology, Business, Medicine | 1990 | 27 |
Top 10 cited authors
| # | Author | Papers count | Citation Count |
|---|---|---|---|
1 | 1 | 391 | |
2 | 1 | 391 | |
3 | 1 | 391 | |
4 | 1 | 391 | |
5 | 1 | 391 | |
6 | 1 | 391 | |
7 | 1 | 391 | |
8 | 1 | 391 | |
9 | 1 | 391 | |
10 | 1 | 391 |
Science papers by Year
Clinical Trials
- Researches Count 2
- Ongoing Studies 1
- Total Enrollment 482
Clinical Trials by Year
Countries
Clinical Trials
| # | Title | Conditions | Interventions | Enrollment | Year | Locations |
|---|---|---|---|---|---|---|
1 | A Randomised Controlled Trial of Job Retention Vocational Rehabilitation for Employed People With Inflammatory Arthritis: the WORKWELL Trial. | Arthritis, Inflammatory, Arthritis, Psoriatic, Arthritis, Rheumatoid | Control, WORKWELL | 240 | 2019 | University of Salford |
2 | Prevention of Arthritis-Related Work Disability: A Trial of Job Retention Services Provided to Employed Persons With Arthritis | Ankylosing Spondylitis, Osteoarthritis, Knee, Rheumatoid Arthritis, Systemic Lupus Erythematosus | Rehabilitation counseling | 242 | 1997 | Boston University Charles River Campus |
Use Cases
| # | Topic | Paper Title | Year | Fields of study | Citations | Use Case | Authors |
|---|---|---|---|---|---|---|---|
1 | Job Retention | A Study on the Job Retention for Women with Disabilities: Based on the Employment Panel Survey for the Disabled | 2021 | 0 | women with disabilities: based on the employment panel survey for the disabled | ||
2 | Job Retention | Job Accommodations and Job Retention for Individuals with Physical Disabilities: A Systematic Review | 2020 | Psychology | 0 | individuals with physical disabilities: a systematic review | |
3 | Job Retention | A Study on the Experience of Job Retention for the Worker with developmental disabilites | 2019 | Psychology, Business | 0 | the worker with developmental disabilites | |
4 | Job Retention | Improving hiring and job retention for older workers in Korea | 2018 | 0 | older workers in korea | ||
5 | Job Retention | A Study on the Relationship Between Job Satisfaction and Job Retention for the Worker with Disability: Focusing on the Mediating Effects of Self-esteem and the Moderating Effects of Discrimination Experience | 2017 | Psychology, Business | 0 | the worker with disability: focusing on the mediating effects of self-esteem and the moderating effects of discrimination experience | |
6 | Job Retention | The Factors Affecting Job Retention for Injured Workers Participating in Vocational Rehabilitation Program | 2017 | Medicine, Psychology | 0 | injured workers participating in vocational rehabilitation program | |
7 | Job Retention | Quality of work life and job retention for workers with disabilities | 2016 | Psychology, Philosophy | 0 | workers with disabilities | |
8 | Job Retention | Employer guides: Improving job retention for people with mental health issues. Experiences from a Norwegian pilot project | 2014 | Medicine | 9 | people with mental health issues. experiences from a norwegian pilot project | |
9 | Job Retention | The Relationship among Mentoring, Job Satisfaction, Organizational Citizenship Behavior and Job Retention for Public Sport Center Employees | 2013 | Psychology, Business | 0 | public sport center employees | |
10 | Job Retention | Clinical Application of the Model of Human Occupation on Job Retention for the Visually Impaired: A Case Study | 2011 | Psychology | 0 | the visually impaired: a case study |
Case Studies
| # | Title | Description | Year | Source Ranking | |
|---|---|---|---|---|---|
1 | Intrinsic Motivation and Job Involvement on Employee Retention | Dec 12, 2021 — The study examines the relationship between intrinsic motivation and job involvement, with employee retention acting as a mediating variable ... | no | 2021 | |
2 | Case study: Coronavirus Job Retention Scheme claims | Jun 5, 2020 — £80.65 x 11 days of furlough = £887.15. This employer's claim of £681.30 is a lower amount, so this is the amount that may be claimed. | no | 2020 | |
3 | Case Study: Coronavirus Job Retention Scheme Claims | May 23, 2020 — Furloughing employees is a formal process with employment law implications and needs to be followed carefully. Read here for more clarity on ... | no | 2020 | |
4 | Intrinsic Motivation and Job Involvement on Employee Retention | by S Mgedezi · 2014 · Cited by 27 — Journal of Applied Psychology, 92, 909-927. Deci, E. L. (1973). Intrinsic Motivation. De Vos, A.S., Strydom, H., Fouche, C.B., & Delport ... | no | 2014 | |
5 | MILS CASE STUDY: Coronavirus Job Retention Scheme ... | Tir 13, 1399 AP — There is no maximum length for claim periods that end on or before 30 June, but any period that started before 30 June must end on that date ... | no | 1399 | |
6 | Case study: Coronavirus Job Retention Scheme claims | sanjay k sah acca. finacial monthly. aat. We are here to help you. Request Instant Quote. Message on WhatsApp. You can now get in touch with us using ... | no | ||
7 | Case Study Staff Retention | PDF | Employee Retention | Job ... | There are, however, hospitals where nurses seem to be satisfied with their jobs, the turnover rates are lower than average and the quality of nursing care ... | no | ||
8 | Employee Retention Case Study, Jobs EcityWorks | Hiring, retention are top threats to businesses entering Q3, report saysYour browser indicates if you've visited this link · 5 Things to Prepare Before You Think ... | no | ||
9 | Intrinsic Motivation and Job Involvement on Employee Retention ... | Intrinsic Motivation and Job Involvement on Employee Retention: Case Study - A Selection of Eastern Cape Government Departments | Mgedezi, Sipho; Toga, ... | no | ||
10 | Job retention and motivation: A case study of Ufone | ABSTRACTS The study was a survey conducted to evaluate the effectiveness of infrastructure of employment at Ufone. Following were the objectives of the ... | no |
Experts
| # | Name | Description | Followers | Following | Location |
|---|---|---|---|---|---|
1 | dfsvancouver | Empowering women into the workforce by providing career coaching, job retention programs, leadership training, interview preparation, and professional attire. | 3 210 | 1 766 | Vancouver |
2 | Squarage: Career Readiness CTE | Zig when others zag | Hardcore #CTE Post-Modern Career Readiness Contents | Interview Skills | Job Retention | Job Search Prep | Mental Health Conditioning | 115 | 295 | California, USA |
3 | Safina Bibi | Mostly Human | Sometimes a Mental Health Employment and Job Retention Specialist @LMWS_NHS for @Touchstone_Spt | All Tweets/Retweets in Personal Capacity. | 107 | 186 | - |