Abstract
A Conceptual Model of Engineers’ Retention: A Review of Talent Management Practices in Manufacturing Sector
Highlights
The high global shortage and uncertain retention behaviours amongst engineers have become one of the most concerning to organizational Human Resource Management (HRM)
This paper presents the conceptual model of Talent Management (TM) practices on engineers’ intention to stay (ITS) in Malaysia’s manufacturing sector
The article seeks to explore the veracity of the resources-based view (RBV) and social exchange theory (SET) view that a prescribed set of TM practices can be applied to engineers’ retention generically to all organisations, global or local, with the same result or may be, as Alias, Roni, Merga, & Ismail (2017) note, there is a distinctive difference in approach to TM practices on specific talent to continue to sustain the organisational competitive advantage and retain them for a long time
Summary
The high global shortage and uncertain retention behaviours amongst engineers have become one of the most concerning to organizational Human Resource Management (HRM). The rationale for conceptualising this article is to close the research and theoretical gaps in the existing literature by introducing an exclusive approach of TM practices (i.e., performance management, career development, and employer branding) in predicting engineers’ ITS.
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