Talent Retention of Thai Public Sector: the Perspective of Civil Servants Recruited by UIS Programme

Thitisurawat, Rattanakorn (2016) Talent Retention of Thai Public Sector: the Perspective of Civil Servants Recruited by UIS Programme. [Dissertation (University of Nottingham only)]

[img] PDF - Registered users only - Requires a PDF viewer such as GSview, Xpdf or Adobe Acrobat Reader
Download (1MB)


Due to an economic downturn nowadays, talented employees are believed as equity of the organisation. As they are attractive to the business rivals, retaining these group of employees is an advantage of the organisation in a long term. Moreover, ‘the war for talent' will be continued in the future as excellent employees are worth fighting for. Accordingly, Talent management scheme is a tool to deliver the future strategy. Thai public sector has concerned about this issue, then applied several talent management schemes. UNDERGRADUATE INTELLIGENCE SCHOLARSHIP (UIS) is a new one established in 2010, civil servant recruited by this programme, however, have turnover intention. Therefore, the study on UIS programme regarding retention is conducted. The finding indicates UIS programme tends to focus on recruitment and talent pool. Apart from that, the participants consider themselves possessing all aspects: high potential, high performance, and high morality. Although most UIS participants perceive the programme is excellent and innovative, seven out of eleven participants have ever had turnover intention. The primary reason is no challenging job. Concerning talent retention, an opportunity for advancement, financial incentive, and interesting job are the factors most influencing UIS civil servants to stay in the organisation. Moreover, these three factors are consistent with those can retain Generation Y employees. Concerning outcomes of retention, the majority suggests that the length of tenure has an impact on engagement in both positive and negative consequences. Additionally, recommendations for the UIS programme improvement are suggested throughout the process.

Item Type: Dissertation (University of Nottingham only)
Keywords: talent management, employee retention, public sector,
Depositing User: Thitisurawat, Rattanakorn
Date Deposited: 13 Mar 2017 13:50
Last Modified: 19 Oct 2017 17:03
URI: https://eprints.nottingham.ac.uk/id/eprint/36632

Actions (Archive Staff Only)

Edit View Edit View