Impact of Talent Management Practices on Employees’ Turnover Intention in Ethiopian Management Institute
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Date
2017-06
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Addis Ababa University
Abstract
The purpose of this study was to investigate the impact of talent management practice on
employees’ turnover intention in Ethiopian Management Institute. The study used quantitative
research method and employed explanatory survey design to objectively answer the research
questions. For achieving the study objective, 151 sample respondents were selected through
simple random sampling technique. Accordingly, data were collected through self administered
questionnaire from sample respondents. Out of 151 respondents, workable data were obtained
from 146 respondents. Those data, then, analyzed through descriptive and inferential statistics,
and also through independent samples T test. The finding of descriptive analysis revealed that
the mean score for overall talent management practice is slightly below the average. From the
seven components of talent management practices, strategy and talent engagement are the only
items that fall slightly above the midpoint, whereas, the remaining facets fall slightly below the
average. Talent retention is the least rated component of talent management, which scored far
less from the midpoint. The correlation analysis result showed that there is a significant negative
relationship exists between talent management practices and employees’ turnover intention.
Moreover, the regression analysis evidenced that talent management practice is predictor of
employees’ turnover intention. It is also noted that talent review process and talent deployment
are found unique contributor for employees turnover intention. The study exhibited through
independent samples T test that employees at core staff (consultants) evaluate TM practice lesser
than the evaluation of support staff and they (consultants) also have higher turnover intention
than employees at support staff. Furthermore, on the basis of the research findings, appropriate
recommendations along with implications for further studies have been forwarded.
Keywords: Talent management, Talent deployment, Talent review process, Talent development,
Talent engagement, Talent retention, Strategy, Talent acquisition, Employees’ turnover intention
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Keywords
Talent management, Talent deployment, Talent review process, Talent development, Talent engagement, Talent retention, Strategy, Talent acquisition, Employees’, turnover intention