Charly

MALBAS, MAHINAY AND CO., CPAS: THE MOTIVATIONAL FACTORS IN RELATIONTO ITS EMPLOYEES RETENTION

A Thesis Presented to the Faculty of Business Administration

ofArriesgado College Foundation Inc.,

Tagum City, Davao delNorte

In Partial Fulfillment of the Requirement for the Degree

of Bachelor of Science in Business Administration

Major in Financial Management

The Researchers:

Adolfo, Jenyle P.

Bansag, Rolando Jr., P.

Olivera, Princess Mae

Seras, Rosel Ann

November 2015

CHAPTER I

PROBLEM AND ITS SETTING

Background of the Study

In India, auditing firms’ at large, face a multitude challenges. This challenges includes a fast turnover of employees. Retention is the process of physically keeping employee members in an organization as it is one of the key fundamentals that are necessary for organizational success. In a globalized environment, retention of high prospective employees is a huge challenge to organizations especially in times of high turnover rates. In many cases, even engaged employees are sometimes dissatisfied with the outcomes of organizational performance which may lead them to look elsewhere.(Muppuri.Nagabhaskar, 2012)

Working in an accounting firm, especially a larger one has longbeen seen as providing an excellent start to a professional’scareer, especially because it provides extensive market-relevantexperience, broad-based training and exposure. Normalattrition through the rank is expected as those who believe they have acquired sufficient experience will move on to the next phase of their career, their next employment. Concerns arise when turnover becomes too fast to the extent that audit engagements become inadequately staffed at each level. This talent attraction and retention survey covers the big-four accounting firms and five other medium-sized accounting firms in Singapore. Attraction and retention of top quality talents are central to an accounting practice’s ability to improve audit quality and manage risk. It is...