MERAL Myanmar Education Research and Learning Portal
Item
{"_buckets": {"deposit": "248a55ab-7ea5-49c5-abf2-baca3afa862e"}, "_deposit": {"created_by": 20, "id": "8490", "owner": "20", "owners": [20], "owners_ext": {"displayname": "", "username": ""}, "pid": {"revision_id": 0, "type": "depid", "value": "8490"}, "status": "published"}, "_oai": {"id": "oai:meral.edu.mm:recid/00008490", "sets": ["1582963436320"]}, "author_link": [], "control_number": "8490", "item_1583103067471": {"attribute_name": "Title", "attribute_value_mlt": [{"subitem_1551255647225": "Effect of Talent Management on Employee Retention of Private Banks in Myanmar (Htay Htay, 2022)", "subitem_1551255648112": "en"}]}, "item_1583103085720": {"attribute_name": "Description", "attribute_value_mlt": [{"interim": "The objectives of the study are to identify the extent of talent management\nimplemented in the HRM strategy of private banks and to analyze the effects of talent\nmanagement practices on employee retention of private banks in Myanmar. For these\nobjectives, the study conducted in 10 private banks with at least 10 years and more\noperational experience in Yangon. An explanatory and quantitative research design\nwere used in the study. Both primary and secondary sources of data were utilized for\nthe study. To obtain primary data, sample respondents include 394 employees who are\nworking at operational, supervisory and management levels from the survey private\nbanks. The respondents were chosen to distribute survey questionnaires by using\nsimple random sampling method. This study focused on talent management practices\nin the areas of talent attraction, talent development, retaining talent, and career\nmanagement. Descriptive statistic and multiple linear regression analysis were applied\nto analyze the collected data. The findings indicated that the talent management (TM)\npractices including talent attraction, talent development, retaining talent and career\nmanagement are being implemented with a moderate extent in the surveyed private\nbanks. As a result, the surveyed private banks could not strongly guarantee to attract,\ndevelop, and retain their employees by performing with the status of current talent\nmanagement practices in the long term. The findings from other analysis concerned\nwith effect of talent management and employee retention showed that the studied\ntalent management practices including talent attraction, talent development, retaining\ntalent and career management had a significant effect on employee retention and the\npositive connection with retention of employees. The moderating effect of job\nsatisfaction has no a significant effect on the relationship between talent management\nand employee retention. It can be concluded that talent management practices\nprovided by the banks could not meet with the expectation or requirement of\nsatisfaction level from their employees at present time. It is suggested that the\nsurveyed banks should enact policies that promote talent management aspects in order\nto ensure sustainable employee retention."}]}, "item_1583103120197": {"attribute_name": "Files", "attribute_type": "file", "attribute_value_mlt": [{"accessrole": "open_access", "date": [{"dateType": "Available", "dateValue": "2022-12-15"}], "displaytype": "preview", "download_preview_message": "", "file_order": 0, "filename": "Htay Htay, PhD. Com,Za-1.pdf", "filesize": [{"value": "2.2 MB"}], "format": "application/pdf", "future_date_message": "", "is_thumbnail": false, "licensetype": "license_0", "mimetype": "application/pdf", "size": 2200000.0, "url": {"url": "https://meral.edu.mm/record/8490/files/Htay Htay, PhD. Com,Za-1.pdf"}, "version_id": "d6b3a116-5204-416b-aa2c-b2d516004f80"}]}, "item_1583103233624": {"attribute_name": "Thesis/dissertations", "attribute_value_mlt": [{"subitem_awarding_university": "Yangon University of Economics", "subitem_supervisor(s)": [{"subitem_supervisor": "Dr. Sein Min"}]}]}, "item_1583105942107": {"attribute_name": "Authors", "attribute_value_mlt": [{"subitem_authors": [{"subitem_authors_fullname": "Htay Htay"}]}]}, "item_1583108359239": {"attribute_name": "Upload type", "attribute_value_mlt": [{"interim": "Other"}]}, "item_1583108428133": {"attribute_name": "Publication type", "attribute_value_mlt": [{"interim": "Dissertation"}]}, "item_1583159729339": {"attribute_name": "Publication date", "attribute_value": "2022-10-01"}, "item_title": "Effect of Talent Management on Employee Retention of Private Banks in Myanmar (Htay Htay, 2022)", "item_type_id": "21", "owner": "20", "path": ["1582963436320", "1582965742757"], "permalink_uri": "https://meral.edu.mm/records/8490", "pubdate": {"attribute_name": "Deposit date", "attribute_value": "2022-12-15"}, "publish_date": "2022-12-15", "publish_status": "0", "recid": "8490", "relation": {}, "relation_version_is_last": true, "title": ["Effect of Talent Management on Employee Retention of Private Banks in Myanmar (Htay Htay, 2022)"], "weko_shared_id": -1}
Effect of Talent Management on Employee Retention of Private Banks in Myanmar (Htay Htay, 2022)
https://meral.edu.mm/records/8490
https://meral.edu.mm/records/84903821a39b-370f-45e6-8c7a-047bd4a00c96
248a55ab-7ea5-49c5-abf2-baca3afa862e
Name / File | License | Actions |
---|---|---|
![]() |
Publication type | ||||||
---|---|---|---|---|---|---|
Dissertation | ||||||
Upload type | ||||||
Other | ||||||
Title | ||||||
Title | Effect of Talent Management on Employee Retention of Private Banks in Myanmar (Htay Htay, 2022) | |||||
Language | en | |||||
Publication date | 2022-10-01 | |||||
Authors | ||||||
Htay Htay | ||||||
Description | ||||||
The objectives of the study are to identify the extent of talent management implemented in the HRM strategy of private banks and to analyze the effects of talent management practices on employee retention of private banks in Myanmar. For these objectives, the study conducted in 10 private banks with at least 10 years and more operational experience in Yangon. An explanatory and quantitative research design were used in the study. Both primary and secondary sources of data were utilized for the study. To obtain primary data, sample respondents include 394 employees who are working at operational, supervisory and management levels from the survey private banks. The respondents were chosen to distribute survey questionnaires by using simple random sampling method. This study focused on talent management practices in the areas of talent attraction, talent development, retaining talent, and career management. Descriptive statistic and multiple linear regression analysis were applied to analyze the collected data. The findings indicated that the talent management (TM) practices including talent attraction, talent development, retaining talent and career management are being implemented with a moderate extent in the surveyed private banks. As a result, the surveyed private banks could not strongly guarantee to attract, develop, and retain their employees by performing with the status of current talent management practices in the long term. The findings from other analysis concerned with effect of talent management and employee retention showed that the studied talent management practices including talent attraction, talent development, retaining talent and career management had a significant effect on employee retention and the positive connection with retention of employees. The moderating effect of job satisfaction has no a significant effect on the relationship between talent management and employee retention. It can be concluded that talent management practices provided by the banks could not meet with the expectation or requirement of satisfaction level from their employees at present time. It is suggested that the surveyed banks should enact policies that promote talent management aspects in order to ensure sustainable employee retention. |
||||||
Thesis/dissertations | ||||||
Yangon University of Economics | ||||||
Dr. Sein Min |