T&E Nguyễn Anh Khoa - 22122678
The company + General management
philosophy of the company + Word
Nguyễn Xuân Huyên - 22106069 Policies + Presenters
Nguyễn Ngọc Thiên Kim - 22116751 Motivation Võ Ngọc Nguyên - 22114951 Structure + PPT Tạ Gia Linh - 22122743
Communication & Information + Controlling + PPT
• General management philosophy of the company
Welcome to T&E company! Here, you can experience interesting things that you have
never seen before. Like how we work and treat our employees. How HR departments
are divided and work together as a system. You can also find out how amazing it is for
our designers to create a product. Thereby showing the incidents, efforts and how our
company has stood and developed to this day. You will also learn how our company
markets products and promotes chains and distributors to sell products quickly. And
especially you will be amazed at how wonderfully our staff handle risks and crises. An
ideal place for you to put your trust and burn with your passion. 1. The company
a. What is the name of the company? - It’s name is T&E
b. What is the reason for existence of this company? (For what purpose was this
company founded and what is its mission etc.)
- Help families and individuals who are too busy with their work. People who don't
have time to clean the house be able to live and work in cleaner environments. So
our company created these Chips for cleaning equipment such as air purifiers, automatic cleaning robots …
c. What are the 4 key values of this company? (No more, no less. Exactly 4 values) - Customer Service Excellence
o Customers are the main consumers of the business's products.So when we
provide them with an excellent service, we will be trusted by them then we will
promote product consumption to the highest level. - Transparency
o Transparency is also very important in promoting products. Currently,
technology and social networks have developed very strongly. If we are not
transparent and detected, it will be very dangerous for the company. - Courage To Innovate
o Listening and innovating is one of the strategies that many companies choose.
Because innovation is so important to today's market. If we persist in the old
way, it is easy to fall behind rival companies. - A Giving Spirit
o Working and devoting yourself to society and the company is a very necessary
thing. Because when we devote ourselves to work, to something, we get the best results. Expert Panel. (2020).
https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/11/12/15-key-values-every-
company-needs-to-cultivate/?sh=2a89d5da77db
d. Where does the company want to be in 5 years (Vision) I. Customer
1. Customers will value the quality and value of the product so that they can see the
ability of the product and after 5 years they will consider whether this product is good to stick with.
2. Customers have a good experience after 5 years of co-branding because the company
always listens and improves products according to customer needs.
3. The product follows the trend but still retains the quality of the product from day one. II. Employees
1. employees are more integrated and adapted to the company culture. Create connections
between people and easily resolve disagreements in the work environment.
2. After 5 years of constantly learning from experience, bringing the company to develop
with many new technologies. Employees have more benefits, salary and good remuneration
3. Employees will be self-aware that they need to improve their professional skills to be
able to meet the requirements of the company and customers, especially to compete
with other potential candidates in a job-scarce environment. III. Shareholders
1. Shareholders must be able to support the enterprise after equitization in many aspects
such as: building and applying new, modern and advanced technologies; supplying raw
materials for the production of products of the enterprise; and help develop the consumer market for products.
2. After 5 years of attracting many investments from different segments, increasing
financial potential to implement potential projects. Creating a great advantage in
sustainable competition in the competitive era is one of the factors that help businesses develop.
e. How is it going to get there?
- We always try, make efforts, always promote the process of technology
development, listen to opinions from customers, and create favorable needs for
employees to work in the best possible environment.
f. What are the 5 key leadership principles of the company? (No more, no less. Exactly 5 principles)
- Help to develop future leaders
o There's always a need for good leadership, and part of being a great leader is to
make sure there's someone else who can take over your role when necessary.
Thinking about the future in this way is a strong leadership trait. The
organization can benefit from having a pre-established plan that leaves no gaps
where people have no one to guide them. When employees learn how to become
leaders, they take ownership of their work and become more reliable. Leaders
understand the value of education and the development of skills and mentor
individuals who could become future leaders. - Have solid values
o Effective leaders have a clear vision and solid values so that they can inspire
their followers and motivate them. Values are essential, and they show that
you're a credible leader. Profit is essential to every business, but it's not the only
goal a leader works to achieve. Employees appreciate working within a friendly
team, having flexible working hours and maintaining a job that makes them feel
like they're making a meaningful impact on their community. People typically
want to work with a leader who understands their values and needs and has
authentic values they follow themselves. - Promote diversity
o As a leader, you can welcome diversity and harness the strengths that it can
offer to a company. When everyone has the same background and experience, it
means there's a limited amount of expertise. When there are employees with
diverse skill sets and expertise, you may be able to approach things differently
and find fresh perspectives. A leader needs to recognize the importance of
diversity and aim to build teams that embrace it. - Develop your skills
o Employees and supervisors often define leaders by their behavior and actions,
and a good leader has specific skills and characteristics that help them lead
effectively. To be a great leader, you can recognize the skills you need and work
to develop them. Identify your strengths and weaknesses and what leadership
style you want to implement. It's essential to understand your own behaviors and
attitudes and how these affect your ability to lead. You can constantly work on
your skills and always strive to improve them because they determine how
successful your leadership style might be. - Admit mistakes
o Everyone makes mistakes, but it can be beneficial for other people to see a
leader acknowledge their mistakes, as it can help them be more relatable.
Mistakes can show you where you went wrong and how you can improve in the
future. A wise leader learns from each experience and uses it to teach their
employees and themselves what areas they need to focus on to grow as an
organization. When a leader takes accountability for their mistakes, their
employees may respect them more and be willing to listen to their advice.
Jamie Birt. (2020). 11 Leadership Principles To Implement in the Workplace. Indeed.
https://www.indeed.com/career-advice/career-development/leadership-principles 2. Structure
a. What is the company structure?
=> Martrix structure
i. Specify in terms of six elements
- Work specialization :
+ It is the responsibility of the business manager to assign specialists to each project based on
their expertise, monitor progress and time, and efficiency.
+ Employees are responsible for implementing, completing projects and reporting work progress to management - Departmentalization: •
At the top is the General Manager who operates, manages the company and related departments. •
Next, our company is also divided into small departments, in charge of a separate
segment. Includes Production Manager, Finance Manager, Marketing Manager, Sales
Manager, Development Manager, Research Manager and Project Managers to easily
manage junior employees according to their departments and their plans, divide work
and done in an efficient, clear, time-saving manner.
- Authority and responsibility: •
General manager : supervise the organization, direct the work plan, seek to develop
the plan in an effective way, enhance the effectiveness of management by recruiting,
training and consulting the lower management. •
Production manager : The product manager is responsible for researching, exploring,
designing, testing, and building effective strategies to manage and develop products for the business. •
Finance manager : Responsible for managing and controlling all financial activities in
the business. At the same time, he is responsible for allocating financial resources
effectively, in charge of developing financial plans and supporting the board of
directors in running the business. •
Marketing manager : Responsible for researching, setting up strategies, goals and
operating the implementation of all marketing activities (advertising campaigns,
promotions, distribution strategies, managing marketing costs, recruiting personnel for
the department). ,..) in the enterprise. •
Sales manager : design, business plan, strategy to expand the company's customer
base. Build and foster lasting customer relationships. Search for potential customers.
Report actual revenue, expenses and forecasts to management. •
Development manager : Developing business strategies, implementing business plans,
negotiating with customers, supervising and training employees... •
Research manager : Conduct market research and develop a business development
strategy suitable for the business. Coordinate with other departments on aspects of
product deployment such as Marketing director, HR director, etc., contributing to
speeding up the completion of business development strategies. - Span of control :
+ Employee experience and training
+ Similarity of employee tasks + Complexity of those tasks
- Centralization vs. Decentralization : Decentralization because lower level managers
provide input or actually make decisions.
- Formalization : The business manager's responsibilities include assigning specialists to
each project and ensuring they have the necessary skills to complete the project. The project
managers then monitor the budget and lead time of each project. Organization members are
assigned to project teams based on agreement between business and project managers. Teams
consisting of qualified members will complete the assigned tasks. Team members report to
both the business manager and the project manager. b. Decision making i.
How are the ’bigger’ decisions made?
=> Major decisions are based on the decisions of managers. Depending on the problem, the
employee's progress in completing the work, making decisions with appropriate solutions.
ii. How about decisions that involve significant monetary resources or that otherwise
determine the future course of the company?
=> Decisions that involve significant monetary resources or that otherwise determine the
future course of the company will be made by the General manager. Based on reports of
subordinates (managers), conduct research, review and make decisions. Usually follow these steps:
1. Identification of a Problem
2. Identification of Decision Criteria
3. Allocation of Weights to Criteria
4. Development of Alternatives 5. Analysis of Alternatives
6. Selection of an Alternatives
7. Implementation of the Alternatives
8. Evaluation of Decision Effectiveness
iii. For what decisions must employees ask for permission?
=> Important decisions that directly affect the work that employees are not confident or
professional or do not understand, need to ask for permission.
iv. How are the relevant tasks identified and assigned to individual employees?
=> First, conduct an analysis of the assigned team project. Then, identify the tasks and work
that need to be done to complete the project. Next, it will be based on the expertise and
capacity of each employee to allocate work and the appropriate amount of work. The progress
of the implementation of the plan in the company is always updated quickly, it is easy for
people to detect and correct errors. We also often provide job lists for employees to choose
from, easily matching their abilities while improving creativity, autonomy, and employees
seem more interested in work and complete efficiently. than.
Managers need to monitor and evaluate the level of completion and give feedback and
evaluation in a timely manner. •
Provide resources for employees to have the tools to complete their work •
Organize meetings, training, help employees update working methods, learn new things •
Give employees certain powers so that employees can decide on issues under control to avoid wasting time •
Salary and benefits regimes for employees to have a good spirit and focus on work.
c. How to increase knowledge sharing to build a learning organization?
=> Build a learning organization that thrives on company culture that cultivates hidden talent
and celebrates the value of making mistakes and taking risks for the sake of employee growth .
Team members are encouraged to share opinions and contribute to the development of their peers.
- We always help people understand their roles, providing the right tools to train our employees.
- Looking for members with long-term knowledge and experience to share expertise for new
employees. Or create a group or a page on social networking sites for everyone in the
company to share their work experiences so everyone can learn.
- Provide team leaders with resources so that they can easily support subordinates, always monitoring work progress.
- Set rules, reward when you reach your goal and criticize when you make a mistake
d. How is potential freeriding taken care of?
i. How is it detected? How is the detected freeriding handled?
- In my opinion, the freeriding in the company is those who do not do but benefit. Free
beneficiary. In the company, not all employees do their best, there are people who are
dishonest at work, steal other people's ideas, take advantage of the company for personal gain.
To detect it, managers need to always monitor and evaluate the working capacity as well as
the contribution of each member accurately to determine who has contributed and implemented the ideas.
- When detected, it will usually be handled depending on the level. Depending on the number
of violations, if the first violation can be forgiven. If the violation is repeated many times, it
should be handled strongly or fired. It also depends on the working capacity and the degree of
influence on the business that it is handled appropriately. If such behavior causes the business
to fail, it must be reported to the superior or the law. Along with that is the evidence in hand to
convict them - freeriding in the company. 3. Policies
a. What is the company policy as regards overtime and remote working?
The company will have a clear agreement with each employee as follows:
- Overtime hours will be increased by 20% compared to normal working hours
- Do not support the fact that employees work more than the number of overtime hours
prescribed by specific laws, no more than 60 hours/month, 300 hours/year.
- Support pregnant women during and after pregnancy with pay for 18 weeks after giving
birth, as well as create remote work for employees until the child is 12 months old can return to the company to work.
- Remote working can meet the following subjects:
+ Website development: web developers are completely independent, can use their full
productivity anywhere, target customers anywhere, Work like tracking calls, emails,
exchanging Switching to chat applications is enough to work well, especially for work related to programming stories.
+ Management: the main role is to direct others to complete the assigned workload, monitor
and control the status of work, quickly, promptly and clearly. The object of work is company
customers, employees and face-to-face meetings are not mandatory, can change the way with each other.
+ Business: according to the development of technology, customers buying on websites or
social networks is extremely popular, online sales business thrives, so it needs a high number of online sales staffs.
+ Creativity: creative people can work anywhere; they still get good performance. Have the
task of creating advertising content, writing, creating ideas or designing graphic / art for the
company. All of this requires concentration, and no interaction.
+ Customer care service: the customer care department aims to solve customer problems and
the most effective way is to communicate directly with customers. But the target audience is
anywhere, usually through phone calls and now maybe through email, chat section on website or company fanpages.
Phạm, T. H. (2022). Tăng giờ làm thêm từ 01/4/2022: Tiền lương NLĐ thế nào? Thư viện
pháp luật. https://thuvienphapluat.vn/chinh-sach-phap-luat-moi/vn/thoi-su-phap-luat/tu-van-
phap-luat/40064/tang-gio-lam-them-tu-01-4-2022-tien-luong-nld-the-nao
b. How are the salary levels of the employees determined?
The salary of employees is determined according to each position, capacity and different
dedication of the employee to the company.
i. Who decides them?
The human resources and accounting departments will give a reasonable salary for each
employee, then submit it to the director and the company board to decide on the most suitable salary.
ii. Who knows about them?
Everyone in the company will know about their salary. But will have to ensure confidentiality with outsiders.
iii. Are there any bonus systems? (If yes, how are they determined?)
The company always has a bonus policy, rewards for each employee with excellent
performance and loyalty to the company. E.g:
- Annual bonus shows the employee's work worthiness for a year. Is one of the main reasons
to keep employees active until the end of the year and is the motivation for a new year of
operation with a better bonus.
- Signing bonuses help the company retain talented candidates with long-term experience and
often for key and leadership positions in the company to help the company develop. Going
with a signing bonus can be a long-term commitment to the company, but it's all worth it for
the common goal of personal and collective development of both employees and employers.
- Bonuses for holidays and Tet in Vietnam are often combined with annual bonuses in the
name of Lunar New Year bonus, 13th month bonus, in addition, there are many other
important occasions that employees are also awarded this type of bonus.
- Spot bonus if an employee brings in a valuable contract, excellently exceeds the set KPI,
they are fully eligible to receive this bonus. This can be a large amount of money, but it is well
worth it to reward achievements that have a significant impact on the growth of the company...
iv. Are there any non-monetary rewards? (If yes, how are they determined?)
It seems that every company limits itself with the form of reward when it thinks that the
reward must be "in kind" but forgets that the praise at work is an equally important reward to
motivate employees. working member. Making employees feel respected from the kindness of
the company employees will also bring customers the same kind experience.
c. How are people hired to the company?
Everyone hired into the company must follow a clear and solid process that ensures the input
is effective and of a certain quality.
i. What is the process? 1. Identify recruitment needs 2. Make a recruitment plan 3. Job analysis 4. Search for candidates
5. Screening candidate profiles.
6. Select candidates who meet the above criteria. 7. Interview the candidate. 8. Candidate evaluation.
9. Invite candidates to accept jobs 10. Welcoming new employees
ii. How to ensure correct decision and avoid reject or accept error?
- Select people who meet the basic criteria of the company.
- Create an in-depth interview to get the employee's working understanding to see if it is
suitable for the company's purpose.
- Assess the cultural fit in the company.
- Need to ask from the beginning with the candidate that they are willing to make changes
without complaining or upset. A rigid employee cannot adapt to changes that could harm the company.
- If your new employee is having trouble adjusting to the job, that means you'll need extra
support to keep them on track.
- Do not rush during the interview process.
- Focus on personality as well as skills.
iii. What type of employees you are looking for?
- Know your role, duties and position
- Always have a positive attitude at work - Effective time management
- Be proactive with everything
iv. Who interviews the candidates?
HR specialist will be in charge of interviewing candidates
v. Who makes the decision?
The decision can be made by the head of the department or the human resources department.
d. How are conflicts between employees resolved?
- Find the cause of the conflict.
- Setting standards ensures that employees have written standards of behavior and workplace norms.
- If employees are constantly arguing, "summon" them immediately. Talk to them privately,
but make sure you let them know that their behavior is unacceptable. Make them commit not
to repeat the behavior in the future.
- If the conflict continues to worsen, a deadline should be set. Make it clear that everyone
involved is interfering with the company's work and I will have zero tolerance for that. Their
options are clear: they need to get rid of these conflicts or they will be fired.
e. How to increase rationality in decision-making process of the whole company? How to
reduce the chances of biases & errors?
How to increase rationality in the decision-making process of the whole company?
Problem recognition is particularly important for effective decision making.
- After the decision maker has identified the problem to be solved, it is possible to set goals to
be achieved. Setting goals helps managers know what they need to achieve and how to achieve it. .
- We need to have different options representing different possibilities. Analysis and selection
of options retain some of the most practical options.
- Compare and evaluate the advantages and disadvantages of each option, the purpose is to
calculate the extent to which each option will meet the company's original goals.
- After evaluating the entire plan, the selection of the plan should involve the participation of
the collective, experienced experts, and even superiors. Their opinions are of great
significance to helping people. make a decision to choose the best solution.
How to reduce the possibility of bias and errors?
- Effective use of staff capacity - Protect company data - Clear metrics control
- The sense of responsibility of each member is high, mistakes will be less
- Cognitive ability, a supplementary factor for the sense of responsibility
f. What is your plan to train and develop your employees?
- Assign employees specific work, results to be achieved, time to complete, coordinate with
whom, which department... When the delegated work is clearly assigned, employees will work correctly more effective.
- Employees' skills need to be commensurate with the task to be performed.
- Chat with employees to help clarify the problems they are facing at work.
- Recognition of employee achievements will help employees get the feeling of a winner at
work. From there, they will be more satisfied, attached to the job and the company and
increase their performance and efficiency.
- Set up a training library for employees to self-study and self-study according to their needs
- Set challenging but realistic goals with employees.
- There must be a control, feedback mechanism and building a healthy feedback culture,
actively encouraging employees to promote the advantages in the current job. Listen to
opinions, discuss them with employees.
g. How can you keep the company's talents?
- Giving employees the opportunity to develop their careers is clearly the best motivation for
employees to stick with the company for a long time.
- The policy of commending and rewarding individuals with excellent efforts at work is a
great source of encouragement for employees.
- In addition to focusing on work performance, the entertainment and entertainment needs help
employees balance their lives. Periodically every year for new employees to enjoy travel for a
few days to the place, time, and travel expenses the company will pay.
- Create the most favorable conditions for employees to feel secure to work at the company.
And those conditions are allowances such as dormitories, housing, staff transportation.
- Support periodical health check, buy private insurance for employees... enhance health care benefits.
- The policy of supplementing annual leave for employees after working overtime, frequent
remote work, and working through the night can give employees 15 days off.
- Healthy space and working environment.
h. How are people promoted in the company?
Must be appreciated for expertise and management capacity. They are the people who play an
important role, deciding the success or failure for the development of the whole group and company.
How is the performance and other qualities of potential candidates evaluated?
- To be promoted, an employee does not have to be an excellent person in the team, but must
be a person who is competent, professional, does well at the job he undertakes and has some
achievements to be recognized. or valuable contribution to the company.
- Good human resource management skills
- Need to think firmly, be ready to stand up to defend opinions, not only for individuals but
also for members, for the benefit of the whole group.
- Show your negotiating talent, negotiate not only with team members but also with higher management levels. Who makes the decision?
The director of human resources, the board of directors, and employees vote by secret ballot.
i. How do you handle downsizing in your company (if any)?
- When people are laid off and downsizing plans are in motion, you and your managers must
be as transparent as possible. Start by holding a group meeting with the team to let your
employees know why you’re downsizing. Be real with them. For example, if you’ve decided
to downsize because the company didn’t meet its revenue goals three quarters in a row, tell
them. Or, if your company lost some of its biggest accounts, tell them. And if possible, explain
to your employees why you chose downsizing instead of other types of operational cuts.
- After downsizing, employees feel scared and unclear about the direction of the company.
Conduct group and individual meetings more often. Set goals between meetings for employees
to focus on. After knowing why, the company chose to downsize, the company needs to
communicate how the employee's work might change. Identify new goals and responsibilities
of each member of the company.
- Focus on what matters after reducing the company's workforce, need to focus on positive
action to retain employees. Continually discussing how difficult the short-term workload is
will help the company's long-term prospects. For example, you could say, “I know you have a
lot of work to do right now, but I've received some compliments from our customers for the
outstanding customer service you provided. surname. Good job!"
- Be empathetic, honest with those who have been laid off and understand that the remaining
employees will have a heavier workload. Ask employees how they feel about downsizing and
let them vent. Even without downsizing the business, maintaining employee engagement can be a challenge. 4. Motivation
a. Why would the employees be motivated to work towards the organizational goals?
Good motivation will help employees have a positive spirit, attitude and behavior in all
activities of the organization. The most obvious manifestation of the degree of change in
employees' behavior and attitudes includes their sense of discipline, their level of commitment
to the organization and their satisfaction, leading to the quality and effectiveness of the work.
If an employee has a low level of motivation, they are working at a slower pace, spending
more time on their tasks, and can surf the web by surfing the web or spending time on the
phone. But most of all, they are largely unfocused and don't put all their energy into their
work, which not only wastes your resources but can also negatively affect other employees,
potentially hindering you. The whole set up to achieve the item title.
On the other hand, a motivated employee is someone who is enthusiastic, motivated and takes
pride in their work. They complete tasks quickly, take action, and want to get the job done
well, both for themselves and for the company. Whether your company is currently leading the
way in a field or is on the rise, employee motivation plays an important role at every level.
The moment employee motivation drops, a company's revenue and performance can plummet.
b. How is it ensured that employees are able to use and develop their skills and expertise?
-Our company will evaluate the potential of each employee
Capability assessment criteria are always what every member of the company pays attention
to. Informing employees about each target is a necessary step. From there, they can improve
their skills and knowledge to improve work performance.
For example:-We will delegate work efficiently
+ Clearly delegate the work to be done
+ Choose the right authorized person
+ Authorize but still include employee supervision
+ Do not abuse the work delegation for employees + Motivating employees
-We will consider between skills and quests
Skills need to be commensurate with the task to be performed. In case your employees are not
skilled enough to complete the task, it will be difficult for them to achieve the expected work efficiency.
For example, if an employee is a person with expertise in foreign languages, the company will
consider arranging jobs in accordance with that person's expertise to be able to complete the task in the best way.
-Besides, we often organize regular training or encourage employees to hone their skills and add new knowledge.
Because we want to build a reputable brand, produce quality products, the staff must be professional.
Our company organizes training programs that often combine knowledge transfer and sharing.
Through the training sessions, not only equipping employees with professional skills, but also
creating conditions to bond with each other.
-Our company creates a mechanism and goal towards transparency, fair rewards and punishments
Ex: At the end of each quarter, people who achieve good results will be rewarded and
commended to motivate employees to try to promote their abilities well.
-The company will also create a dynamic working environment to create conditions for
employees to bring out their best
c. How is it ensured that people enjoy their work and have high levels of engagement and job satisfaction?
-We always try to create a comfortable and dynamic working environment
Everyone should feel comfortable and safe at work. This can be helped by our employees by
building an open and welcoming environment. Our company regularly shares personal and
company photos, stories and personal achievements in the workplace. . Or build gyms: gyms,
swimming pools… to take care of the health of the after-hours entertainment employees along
with amenities like their "second home". Along with that, support for lifting Provide necessary
work-related items to employees such as retrofitting computers
- Opportunity for personnel training and company promotion
The company often organizes to create conditions for employees to study training programs
with the opportunity to improve their professional knowledge, experience, and develop their
own capabilities. Employees will be more satisfied with an environment that allows them to
improve every day, through each job than a job of a repetitive and boring nature.
In addition, our company accurately assesses employee capacity, which is the basis for
determining promotion opportunities in the organization in the long run, which is also a factor
that helps employees improve employee satisfaction with the business.
The company always listens to the wishes of its employees
Always be ready to listen to employees willing to contribute and comment on the company's shortcomings.
For example: A company/enterprise always has two factors: advantages and disadvantages,
not hesitate to let employees talk freely about the shortcomings of the company is also an
important factor or contribute to the company's shortcomings
However, with anxiety, employees will not be able to confidently say those shortcomings.
Therefore, our company designed "hidden mailboxes" located at the company, which is an
effective method to help employees "hide" when talking about their shortcomings or desires
about the company. .By giving employees feedback, it makes them feel that their opinion is
influential and that it plays an important part in the company.
-We will make sure to give you a decent income and good treatment
We always try to compensate employees for their efforts, always have good welfare regimes
for employees and their families, which will make them stick with the organization for a long
time as well as constantly improve. high level of satisfaction with the business, strive to bring
the best results for the common benefit of everyone.
Ex:+Organizing periodical health checks together with health insurance for employees and
relatives of management levels
+Every year salary and bonus increase
-We often organize occasions to celebrate employee's day with the company
Our company thinks that organizing employee anniversaries when sticking with the company
is essential, this is also considered a strategy of "retaining" employees as well as showing that
our company values our employees. It matters how long they stick with the business.