The Great Resignation was among the top headlines in 2021. It highlighted the significance of employee retention. Even though most businesses are aware that the expense of replacing employees is substantial, management is still not putting enough emphasis on retaining their personnel. The possibility is that the failure occurred due to a lack of serious effort or an inability to implement retention effectively. In any case, knowing the interrelationship between turnover, talent management, and retention is critical for HR decision-makers.
The Global Business and Organizational Excellence journal published their research done in 2021 to investigate talent management practices as a strategic technique for employee retention, to control employee turnover intentions, and to analyze how talent management practices affect employee retention and turnover intentions. This article will go over each of the sub-objectives, hypotheses, and associated outcomes, and then draw conclusions.
Before diving into the study, it may be worth taking into account the employed research method. The proposed hypotheses are tested using a quantitative method-multiple linear regression. The samples used are 236 responses from Indian IT companies.
The following are the four sub-objectives that influenced the research on retention intentions:
- Recruitment and selection
The first hypothesis is framed in terms of the impact of recruitment and selection on employee retention: “The higher the degree of satisfaction with the recruitment and selection process, the higher the rate of employee retention.” The result shows that it has a positive effect on employee retention intentions, but was not statistically significant. This means that the recruitment and selection process can affect employee retention intentions, but is not as significant as other practices discussed later.
- Performance and career management
The second hypothesis states that “Employee performance and career management positively affect turnover and retention intentions.” This means that employees who have opportunities for development and career progression are more likely to stay in the company for a longer period of time and feel happier and more loyal to their employers.
- Teamwork and management support
The research’s third hypothesis is that “Teamwork and management support positively affect employee retention intentions.” This proposition is also statistically supported by the result, meaning that teamwork and management support increases employee retention intentions. The result showed that teamwork and management support increases an employee’s retention intentions. Employees that work as a team form bonds and trust with one another, which can help in employee retention.
- Salary and compensation
Last but not least, the fourth hypothesis of the research is that “There is a significant positive association between salary and compensation and employee turnover and retention intentions.” The test revealed that the positive relationship between compensation and retention intentions was approved and statistically significant. Moreover, salary and compensation emerged as the most important factors for employee retention, which is also in line with other research.
In summary, the result of the research highlights the importance of talent management practices on talent retention. The talent retention process starts from recruitment, then the company’s performance management system and team support would provide a comfortable environment for employees to grow and progress their careers. Salary and other forms of compensation are important to attract and retain talent, as salary is one of the primary motives for employment.
These talent management practices each contribute in their own way, but when executed collectively, you may not need to find new talents as frequently as you usually do.