This quantitative descriptive study strives to determine how many U.S. based international organizations incorporate a career planning program, and if the purpose of the program may be employee retention. Employee retention is critical to organizations as productivity, profitability, and growth are sacrificed when organizations fail to address employee retention. The two research questions that framed this study ask how many U.S. based international organizations have a program for career planning and what the purpose is of the program. Using a convenience sampling strategy, 262 U.S. based international organizations were contacted to participate in the research study. Data was collected using a survey and analyzed using content and statistical analysis. The key result of the research was that 76% of the respondents stated that career planning programs have a positive impact on employee retention. The identification of this relationship expanded the body of leadership knowledge to include statements regarding the purpose of career planning programs and the influence of the programs on employee retention. The key recommendation in the study tasks corporate leaders to implement career planning programs if the organization does not have one. In addition, employees are asked to take ownership of learning about career planning programs. Replication of the study is recommended with different populations, with the objective of expanding the body of knowledge regarding the relationship between career planning programs and employee retention.
|Advisor:||Burnham, T. Lee|
|School:||University of Phoenix|
|School Location:||United States -- Arizona|
|Source:||DAI-A 70/03, Dissertation Abstracts International|
|Keywords:||Career development, Career planning, Employee development, Employee retention, International organizations, Succession planning, Talent management|
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