Determinants of the Community Empowerment Model through the P4GN Program to Realize a City Responding to Drug Threats In Cimahi City Indonesia

With the increasing importance of intellectual capital, the effective and efficient utilization of human potential within an organization has become a crucial competitive factor. Talent management, an advanced human resources practice that has gained significance in recent years in business organizations, focuses on the skills of employees. In this study, talent management practices aimed at selecting, employing, training, developing, and retaining talented candidates based on their skills in appropriate positions within the organization were examined, specifically in the banking sector. Hypotheses were formulated to investigate the impact of talent management practices in banks on employees' intention to leave. The data necessary to test the hypotheses were obtained through a survey applied to 421 bank employees in some provinces in Turkey. The survey results were analyzed using various statistical methods and testing techniques (frequency distribution, mean, T-test, ANOVA, correlation, and regression) by SPSS. A statistical significance level of p<0.05 was accepted in all analyses. As a result of the analysis, it was founded that talent management has a significant correlation with the intention to leave. Consequently, the findings indicate that the implementation of talent management reduces the intention to leave, and evaluations and comments are made within this framework.