Impact Of Talent Management Practices On Employees Turnover Intention In Ethiopian Management Institute

The purpose of this study was to investigate the impact of talent management practice onrnemployees’ turnover intention in Ethiopian Management Institute. The study used quantitativernresearch method and employed explanatory survey design to objectively answer the researchrnquestions. For achieving the study objective, 151 sample respondents were selected throughrnsimple random sampling technique. Accordingly, data were collected through self administeredrnquestionnaire from sample respondents. Out of 151 respondents, workable data were obtainedrnfrom 146 respondents. Those data, then, analyzed through descriptive and inferential statistics,rnand also through independent samples T test. The finding of descriptive analysis revealed thatrnthe mean score for overall talent management practice is slightly below the average. From thernseven components of talent management practices, strategy and talent engagement are the onlyrnitems that fall slightly above the midpoint, whereas, the remaining facets fall slightly below thernaverage. Talent retention is the least rated component of talent management, which scored farrnless from the midpoint. The correlation analysis result showed that there is a significant negativernrelationship exists between talent management practices and employees’ turnover intention.rnMoreover, the regression analysis evidenced that talent management practice is predictor ofrnemployees’ turnover intention. It is also noted that talent review process and talent deploymentrnare found unique contributor for employees turnover intention. The study exhibited throughrnindependent samples T test that employees at core staff (consultants) evaluate TM practice lesserrnthan the evaluation of support staff and they (consultants) also have higher turnover intentionrnthan employees at support staff. Furthermore, on the basis of the research findings, appropriaternrecommendations along with implications for further studies have been forwarded.rnKeywords: Talent management, Talent deployment, Talent review process, Talent development,rnTalent engagement, Talent retention, Strategy, Talent acquisition, Employees’ turnover intention

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