TALENT MANAGEMENT PRACTICES AND EMPLOYEE RETENTION IN SELECTED DEPOSIT MONEY BANKS IN EDO STATE, NIGERIA

This study examined the impact of talent management 0n employee retention, with specific emphasis on how recruitment & selection, training and staff development, career development, performance management, compensation and rewards impacts on retention of employees in deposit money banks . The study survey research design and relied on primary data analyzed using descriptive statistics and multiple regression techniques. Talent management was modeled as a function of the selected talent management variables. The model summary indicated a strong positive relationship between talent management and employee retention, with the independent variables jointly explaining a substantial proportion of the variation in employee retention. The ANOVA result confirmed that the regression model was statistically significant. The regression coefficients revealed that recruitment & selection, training and staff development, career development, performance management, compensation and rewards exerted significant positive effects on employee retention, while recruitment and selection showed a positive but relatively weak effect. The findings suggest that career development play a crucial role in retaining various categories of employees in an organization. The study concludes that strengthening career development, staff training coupled with adequate compensation can further enhance employee retention especially in deposit money banks. It therefore recommends policy measures that Banks should build a culture where employees feel valued, appreciated, and supported. Initiatives such as wellness programmes, flexible work arrangements, and inclusive communication will further improve staff retention.