Talent Management and Employee Retention

Tan Hui Qi, Irmawati Norazman, Rabeatul Husna Abdull Rahman and Shah Rollah Abdul Wahab
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Tan Hui Qi: Department of Human Resource Development, School of Human Resource Development & Psychology, Faculty of Social Sciences & Humanities,
Irmawati Norazman: Department of Human Resource Development, School of Human Resource Development & Psychology, Faculty of Social Sciences & Humanities,
Rabeatul Husna Abdull Rahman: Department of Human Resource Development, School of Human Resource Development & Psychology, Faculty of Social Sciences & Humanities,
Shah Rollah Abdul Wahab: Department of Human Resource Development, School of Human Resource Development & Psychology, Faculty of Social Sciences & Humanities,

International Journal of Research and Innovation in Social Science, 2024, vol. 8, issue 12, 1229-1240

Abstract: The research aims to examine the relationship between talent management and employee retention among employees in an information technology organization at Malaysia. The concern about dimensions such as employee recruitment and selection, training and development, performance management, and career management of talent management are determined by whether they will have a connection with employee retention variable. The cross-sectional study was conducted by using quantitative analysis and a total of 108 samples out of 150 populations were identified. The study used non-probability sampling which is convenience sampling to collect the data from the respondents with respond rates was 72%. Statistical Package for the Social Science (SPSS) version 29 was utilized to analyze by using the descriptive and inferential analysis. The results showed the level of talent management and employee retention of the respondents were at a high and moderate level respectively. Meanwhile talent management was moderately and positively significant towards employee retention despite the training and development dimension illustrated as non-significant. Therefore, the analysis of the key findings, discussion, limitations and suggestions for the organization and future research were delivered such as the HR strategies, providing rewards, career management planning, enlarging sample size across multiple organizations, supplement qualitative data as triangulation research, conduct longitudinal research to track the changes in employee retention and discovering moderator or mediator variables.

Date: 2024
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