IMPACT OF TALENT MANAGEMENT PRACTICES ON EMPLOYEES RETENTION IN PRIVATE SCHOOLS

This study investigates the impact of talent management practices on teacher retention in private schools in Sarawak as Sarawak has different landscape from other state in Malaysia, with a particular focus on the roles of career development, reward management, improved working conditions, and succession planning. With a sample size of 129 employees in 14 private schools and utilizing a robust PLS-SEM analysis, the research identifies career development as the most significant factor influencing teacher retention, followed closely by reward management, improved working conditions, and succession planning. The findings reveal that not only do these practices individually affect retention, but their integration into a comprehensive talent management strategy is crucial for sustaining teacher satisfaction and loyalty. The analysis demonstrates that safe, comfortable, and supportive working environments are essential in minimizing teacher dissatisfaction. Meanwhile, clear pathways for career progression and recognition of achievements significantly enhance job satisfaction and commitment to the institution. The study also notes the importance of succession planning in maintaining a stable teaching workforce pre-pared for future advancement within the school system. By highlighting the importance of holistic talent management practices, this study provides valuable insights for school administrators aiming to enhance teacher retention. Future research should expand to include a more diverse range of schools and incorporate additional variables to refine further and tailor talent management strategies across various educational contexts. This study underscores the necessity of a strategic approach to talent management, ensuring a more satisfied, motivated, and stable teaching workforce in private educational institutions.