Effect of Talent Ma nagement Practices on Turnover Intention of Employees, Special Emphasis on MizanTe pi University Teaching Hospital

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.