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Effective talent retention approaches

Dana L. Ott (Department of Management and International Business, The University of Auckland Business School, Auckland, New Zealand)
Julia Louise Tolentino (Department of Management and International Business, The University of Auckland Business School, Auckland, New Zealand)
Snejina Michailova (Department of Management and International Business, The University of Auckland Business School, Auckland, New Zealand)

Human Resource Management International Digest

ISSN: 0967-0734

Article publication date: 8 October 2018

Issue publication date: 8 October 2018

4714

Abstract

Purpose

This paper aims to review the talent management literature to identify ways in which organizations can practically and effectively improve talent retention.

Design/methodology/approach

This paper defines talent and talent retention and explains why retaining talent is so important and why talent leave. Then, it reviews existing literature from scholarly journals and practitioner reports and identifies and discusses means by which organizations can improve their talent retention. Finally, this paper outlines some important lessons that are relevant to all organizations when considering talent retention.

Findings

The review of the talent management literature identifies four ways that organizations can improve their talent retention: developing a solid organizational culture and strong values, providing applicable and dynamic training, fostering an engaging work environment, and offering clear and suitable career advancement opportunities.

Originality/value

The four practical ways to effectively improve talent retention discussed in this paper demonstrate that retaining talent requires more than just a competitive salary package. Talent want to work for and stay at an organization that has similar values, provides training opportunities, fosters engagement and offers career advancement.

Keywords

Citation

Ott, D.L., Tolentino, J.L. and Michailova, S. (2018), "Effective talent retention approaches", Human Resource Management International Digest, Vol. 26 No. 7, pp. 16-19. https://doi.org/10.1108/HRMID-07-2018-0152

Publisher

:

Emerald Publishing Limited

Copyright © 2018, Emerald Publishing Limited

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