Analyzing Talent Management, Engagement, and Retention in IT Sector

This report examines the relationship between talent management practices, employee engagement, and employee retention within the IT sector, particularly focusing on the Malaysian context. The study, based on a quantitative analysis of 581 participants, investigates how practices such as professional support, employee development, and rewards impact employee commitment and retention. The research reveals a positive correlation between talent management practices and employee engagement, and also between employee commitment and retention. The findings suggest that effective talent management strategies, including career development and improved support, can significantly reduce employee turnover. This study provides valuable insights for HR management in designing and implementing effective talent management programs to enhance employee engagement and retention within IT organizations.

Summary of Article 2
Introduction
The issue of employee turnover is often a critical problem for an It industry, both at
the international and regional level. In order to retain a large pool of talented and skilled
people in the industry, talent management practices are introduced.
Problem/ Area of inquiry
The study shows a connection amongst practices towards managing talent base,
engagement of employees and their retention within IT organizations of Malaysia. Earlier
studies did not analyze the association amongst different aspects (talent management
practices, employee engagement and retention) with respect to Asian economy and most
objectively the IT industry of Malaysia. This study tends to fill the respective gap.
Literature Review/Theory
Earlier studies were more related to turnover intention, turnover rate and intention to
leave job. The IT organizations of Malaysia are facing issues of employee retention. As per
reports by Malaysian Employers Federation and Ministry of Human Resource, ICT sector
suffers a big rate of turnover in Malaysia. Employee retention helps in building competitive
advantage of a business. Practices for managing talent base show assurance to supervise
human resources which lead to higher engagement of employees and reduced turnover rate.
Research Methodology
The study employed quantitative analysis using a self-administered questionnaire. The
research used convenience sampling with a sample of 581 participants with valid
questionnaires and a answer frequency of 77 percent on average. The data is explained using
SPSS version 20.0. Both reliability and validity tests are done.
Research Findings

The research article reveals that talent management practices are associated positively
with employee engagement. These practices include professional support, occupational
development of employees, rewards and credit. Employees’ commitment is also positively
associated with employee retention. On basis of hierarchical regression analysis the study
shows that employee commitment can mediate affiliation between talent management
practices and maintenance of employees.
Conclusion
The article shows that when workforce are provided with acceptable practices in
talent management including greater professional support, better rewards and recognition and
career development of employees. The study will therefore help HR management of an
organization to design effective strategies for training and talent management.

Reference
Alias, N.E., Noor, N. and Hassan, R., (2014). Examining the mediating effect of employee
engagement on the relationship between talent management practices and employee
retention in the Information and Technology (IT) organizations in Malaysia. Journal of
Human Resources Management and Labor Studies 2(2), pp.227-242.