Effect of Talent Management Practices on Turnover Intention A Study among Indian IT Professionals

Abstract

High attrition rate and the intense competition for the recruitment of talented/skilled personnel have captured the interest of many industrial and academic researchers in the domain of Talent Management. Over the last two decades, Talent Management has become the key strategy for managing its talent. Albeit organizations are actively involved in pursuing diverse practices in Talent Management, the attrition rates have been shooting up. This increase in attrition rate has become a great challenge for newlineorganizations. Our study examined the two facets of Talent Management practices - newlineTalent Identification and Organizational Career Management, and their influence on newlineTurnover Intention. Organizations are competing with their novel Talent Management newlinestrategies, but high demand for talent and the shortage of skilled professionals pose newlinechallenging tasks for organizations in retaining their high-performance staff. Based on the social exchange theory, we proposed that employees reciprocate to Talent newlinemanagement practices with a positive attitude on Trust in Management and Employee newlineOrganization Relationships. Also, we examined the mediation effect of the resultant newlinebehaviour on the relationship between Talent Management practices and Turnover newlineIntention among Indian IT professionals. The study model was verified using structural newlineequation modelling (SEM); the fit indices for structural models were CMIN/DF = 2.705, newlineGFI = 0.842, CFI = 0.923, and RMSEA = 0.065, indicating good fit with data. newline newline