Thanks to visit codestin.com
Credit goes to www.scribd.com

Scribd
Upload
51 views1 page

Imo

The document discusses the importance of talent management in enhancing employee engagement and retention within organizations, particularly in the context of globalization and competition. It highlights that job satisfaction is a critical factor influencing employee retention, with many organizations failing to prioritize it, leading to increased attrition. Additionally, the document notes that inadequate compensation can drive top talent to seek opportunities elsewhere.

Uploaded by

fjsalkudxpnbzoecza
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
51 views1 page

Imo

The document discusses the importance of talent management in enhancing employee engagement and retention within organizations, particularly in the context of globalization and competition. It highlights that job satisfaction is a critical factor influencing employee retention, with many organizations failing to prioritize it, leading to increased attrition. Additionally, the document notes that inadequate compensation can drive top talent to seek opportunities elsewhere.

Uploaded by

fjsalkudxpnbzoecza
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 1

www.ajbms.

org Asian Journal of Business and Management Sciences


ISSN: 2047-2528 Vol. 1 No. 4 [147-162]

and

characteristics favored by the organization. Use this pool of talent to help transition
new employees into the organization. Then, I would like to suggest assessing every

competency deficiencies that are responsible for the gaps that exist between the
actual and desired current performance, as well as gaps between current

As mentioned by Millar (2007), integrated, scalable human resource applications and


processes can promote a consistent culture, plan and strategy without compromising local
nuance and effectiveness. These systems can help organizations to engage employees
directly and make them responsible for their actions, which can have a direct impact on the
success of the organization.

5.3 The Influence of Talent Management on Employee Engagement and Retention

Talent management is important for an organization as globalization and competition have


increased the need to retain good performers in their field of operation. It is not as simple as
it sounds. It is vital for the human resource department to hire the right employee for a
proper role in the organization or else increased attrition will contribute to the loss of
business. Why top talents leave their organizations? Employee retention is not
manufactured, it is a natural event. If there are so many people who left, everyone can

those that go out, the employer has to sit and scrutinize the reasons behind it.

This study shows that the main reason why organizations failed to retain their employees is
because employees are lack of job satisfaction. Few organizations have not made job
satisfaction a top priority, perhaps because they have failed to understand the significant
opportunity that lies in front of them. Respondents have these to say:

of top talents would not stay because of dissatisfaction of their job

and

ts that job satisfaction is

something that working people seek and a key element of employee retention. Every person
will have his or her own definition of what it means to be satisfied with a job. Studies show
that employees who are satisfied with their jobs are more productive, creative and be more
likely to be retained by the company (Eskildsen and Nüssler, 2000).

Instead of that, according to the majority of the respondents, it is found that incentive pay
may give the employee the incentive to stay in the organization. Outstanding employees
may leave an organization because they become underpaid. The respondents that stressed
the incentive pay elaborated:

e feels they are not being rewarded they very often look to move

and

©Society for Business Research Promotion | 156

You might also like