The Employee Retention Guidelines Case Study: XYZ Transport Co., Ltd.

Abstract

           The objectives of this research are 1) to study the factors that influence truck drivers' intention to resign, 2) to study problems that occur with employees, complaints, or various benefits that employees need. This may influence the truck driver's intention to resign, and 3) to study ways to retain employees Drive your car to stay with the organization for a long time. By collecting data from an online questionnaire (Google form) by having the driver scan the QR code or questionnaire link via mobile phone. to go in and answer the questionnaire From.The number of drivers in the company is 119 to analyze descriptive data (Descriptive Statistic). In addition, multiple regression analysis (Multiple Regression) to study the relationship of each variable studied according to the set assumptions

            The results indicate that the majority of respondents were aged between 26-35 years (57.10%), had completed high school education (31.10%), were single (47.90%), had 1-3 years of work experience (36.10%), and had a monthly income between 15,001-20,000 Baht (46.10%). Respondents generally expressed opinions regarding various factors influencing their intention to resign, with high overall agreement. Analysis reveals that motivational factors and interpersonal relationships with colleagues have the highest average values. Regression analysis shows significant differences in personal income among truck drivers, affecting their intention to resign at a statistically significant level of 0 . 0 2 7 Additionally, motivational factors related to job characteristics, personal job success, and organizational support have a positive relationship with the intention to resign among truck drivers at a statistically significant level of 0.05

            In addition, factors influencing the intention to quit of truck drivers include personal factors such as income during the first three months being insufficient to cover expenses, motivational factors such as the job duties not matching the employees' knowledge and skills, factors related to work success due to the company's goals being too high for employees to achieve, and work-related factors arising from the relationship between old and new employees, where there is division and a lack of training from experienced employees.

            The strategies for retaining employees within the organization include developing employees' potential by enhancing their knowledge and skills relevant to their roles, providing continuous training for new employees, and involving employees in the development of rules and KPIs to set appropriate and achievable goals.