Chane, Abraraw (PhD)Abdu, Ahmed2019-03-062023-11-042019-03-062023-11-042018-11-14http://etd.aau.edu.et/handle/123456789/16539In the present hypercompetitive and increasingly complex global economy, one of the greatest challenges facing by almost every organization is to successfully attract, assess, train and retain the talented employees. The purpose of this study is to assess talent management practices and turnover intention in the case of Save the Children International, Afar Field Office. The descriptive survey design was employed for the study, and both quantitative and qualitative methods were used to collect data. The quantitative data was collected from 64 employees’ by using census method. using questionnaire, and analyzed using SPSS version 22. In addition, the qualitative data was gathered from the HR head through interview; moreover, two focus group discussions were held among employees. The quantitative data collected were analyzed using mean, combined mean, frequency, percentage, chi-square and bi-variant correlation. The finding of this study shows that for all items of recognition, leadership, and supervision the mean value was 2.9, and only 54.5% of the respondents were agreed that talent management practices has no relation with turnover intention in the case of the study organization. It also indicates that recognition, leadership and supervision were relatively in better condition in Save the Children International, Afar Field Office that approaches to 3 mean values. Furthermore, the study revealed that employee’ talent management practices and organizational retention has strong positive relationship with phi value of 0.68. The results of the study confirmed that age and academic qualification were the strongest but have a negative correlation of -0.63 and -0.62 respectively. Salary payment scale, recognition, incentives and fringe benefits, were the most dissatisfying factors and ranked from 1st to 3th. Finally, the researcher recommended that giving due attention to the existing motivation and benefit schemes of the organization and revise them in such a way that attracts and retains qualified staff. Officials try to improve the major dissatisfying factors by designing strategies to offer incentives and fringe benefits, awareness creation, informing the status of employees to society and concerned bodies has to think over the means they can enhance employee’s retention.en-USTalent managementEmployeesTurnover intentionThesis