Abstract:
Th
e negative effect of high employee turnover can also lead to substantial cost wastage
because Mizan-Tepi University teaching hospital has to invest money in recruitment,
orientation, training, and supervision. The study aimed to investigate the effect of talent
management practices on turnover intention of employees, with special emphasis on
Mi
zan-Tepi University teaching hospital. Both qualitative and quantitative research
approach with descriptive and explanatory research designs were applied. The
population of the study was considered to be employees of Mizan-Tepi University
teaching hospital; 270 sample sizes were selected using a stratified and simple random
technique. The data were gathered through a combination of self-administered closedended questionnaires for the employees and interviews for the human resource
directorate, executive medical directorate, and college dean to obtain adequate data for
the study. Using the SPSS version 20 application software, both descriptive and
inferential analyses were used to investigate the effect of talent management practices on
employee turnover intentions. The results of the findings revealed there is a significant
positive relationship between talent management practices and employees’ turnover
intention. Moreover, the regression analysis evidenced that four dimensions of talent
management practice, namely talent engagement, talent development, talent deployment,
and the talent review process, had a positive and significant effect on employee turnover
intention. However, talent management strategy, talent acquisition, and talent retention
have a relatively lower contribution to the prediction model. It can be concluded that the
talent management practices of Mizan-Tepi University teaching hospital are good
predictors of employee turnover intention. based on the research findings, it is
recommended that Mizan -Tepi University teaching hospital should give priority to the
talent management dimension in the process of ensuring that people acquire and enhance
the skills and competencies, they need to reduce turnover intention and keep them loyal
to the organization.
