Organizations want to retain their employees in order to benefit from their talent and skills. While working in an organization, employees come across some problems both inside and outside the organization (Hunjra et al, 2010).    Employees’ turnover is a much studied phenomenon (Shaw et al., 1998). But there is no standard reason why people leave organization. Employee turnover is the rotation of workers around the labour market; jobs and occupations, between firms; and the states of employment and unemployment (Abbasi & Hollman, 2000). The term “turnover” is defined by (Price, 1977) as: the ratio of the number of organizational members who have left during the period being considered divided by the average number of people in that organization during the period. Frequently, managers refer to turnover as the entire process associated with filling a vacancy: Each time a position is vacated, either voluntarily or involuntarily, a new employee must be hired and trained...

  The key drivers of employee engagement as the result of the appropriate alignment of human resource practices are job characteristics, role clarity and fit, coworker and management relations, leadership, and perceptions of fairness ( Bagyo, 2014 ).  High-performing organizations have healthy and engaged employees. Their work environments are designed to enable the development and utilization of the “people capacity” required for success (Lowe 2010). Critically important in this regard is a culture that values employees, leadership commitment to the organization’s people-development goals and support systems that enable people to excel in their jobs (Lowe 2010). We also are learning more about the positive relationship between staff satisfaction and patient satisfaction, echoing private sector research showing strong correlations between employee engagement scores and customer experiences (Harmon and Behson 2007; Heskett et al., 2008).   Previous studies indicate sev...

Recruitment In order to comply to the Talent Recruitment, companies use various techniques and methods for attracting and selecting the right talent. The recruitment of talent pool is the first and important task of the talent management process the talent pool is a group of candidates that are the potentials executive of the company who will steer the company towards the competitive performances and therefore, to gain and maintain the performance of the company the recruitment and selection the talented individuals is very crucial (Davis et al ., 2007).   The creation of talent pool can be done in two forms, one is internal and second one is external. The internal recruitment of talent pool will from the already existing employees of the company and the internal recruitment may be capable to give advantage as the employees already know the culture and way of doing work in the company and it also might uplift the morale of the employees if their position is uplifted (Davis et...

Introduction   In recent years’ talent management has received increased research attention due to its ability to create and sustain competitive advantage of the company (Ashton & Morton, 2005; Coulson-Thomas, 2012). Basically, talent management is related to creating a talent pool from external and internal sources, adequately deploying these resources in pivotal positions, and further, work on their work motivation, organizational commitment and extra- roles behaviors that contribute to organizational performance (see: Collings & Mellahi, 2009).   Such understanding of talent management concentrates attention on differentiation and departing from classical – human resource management approach. That means that organization willing to actively engage talents in organizational life have to figure out ways of capitalizing on their competencies and prepare structures, strategies and climate to encourage their employees on pivotal positions to contribute to organizat...