Summary of sense, methods and instruments of valuable employees stabilization in organisation. Creation of retention plans, turnover and loss of knowledge problems. Employee's retention according to submission to various groups and situation. Analysis of key employee definitions. Key employee identification methods. Specification of work with key employee group. System of work with key employees at cooperative organisation. Interview of selected organisations and interview of key employees in cooperative organisation.

In this study, the research problem was underrepresented minority (URM) male and female transfer students and male transfer students of all ethnicities who were placed on academic suspension, thus removing their chances of being retained and graduating. The purpose of this study was to see to what extent there were relationships between the dependent variables retention and graduation and the independent variables ethnicity, gender, and enrollment in a retention program. A total of 295 participants were included in the study: 119 students who chose to enroll in the retention program and 176 students who chose not to enroll. Descriptive statistics were run to report the demographic data. A binary logistic regression was used to examine the relationship between the demographic variables (i.e., ethnicity, male, retention program enrollment, retention first year, and graduation from a period of 2014–2016). The results yielded that ethnicity had no effect on retention or graduation. Also, the male gender had no effect on retention or graduation. Students were more likely to be retained if they enrolled in a retention program as compared to those who did not enroll. Also, students were more likely to graduate if they enrolled in a retention program as compared to those who chose not to enroll. The study concluded with a summary of the findings as well as limitations of the study. Recommendations were discussed for practitioners and policy makers to include information for students, faculty, and advisors to encourage career exploration. Future research recommendations included expanding the study to all students, conducting a qualitative study to see why students chose not to enroll in a retention program, and examining the participants’ current program of study.

Abstract The market environment of Mobile Phone Industry has had rapid change in the past decade. It is almost same important to gain the loyalty of existing customers as to gain the new customers in the current competitive environment. For many companies in this industry, Customer Relationship Management has been become a significant issue in their strategies. This research is based on the concept of Customer Relationship Management. The purposes of this research are to probe the performance of Customer Retention Programs and the churn reason in mobile phone industry. The research datum were collected from TAT Corp.(TransAsia Telecommunications) including Customer Retention Programs as ¡§Second Honeymoon Program¡¨, ¡§New Second Honeymoon Program¡¨ and ¡§Talking Reward Program¡¨ and a survey from the customers who had been deactivated in February and March of the year 2002. The analysis of the retention programs show significantly relevant on AGE, GENDER, CUSTOMER LEVELS, TENURE, and RATE PLAN factors. The inspection results of survey datum in the churn reasons are explained individually. The suggestions are made after discussing the policies and strategies of TAT Corp.