The Effect of Talent Management Practices on Employee Retention in Public Institutions in Tanzania.

Background: Employee retention remains a significant challenge for public institutions, with frequent absenteeism, low organizational commitment, and high resignation rates contributing to workforce instability and reduced institutional effectiveness. Objective: This study examined the effects of employee training, promotion planning, and succession planning on employee retention in public institutions in Dodoma City. Materials and Methods: This study was anchored in Resource-Based Theory, which conceptualizes human capital as a valuable and strategic asset that contributes to organizational competitiveness. A quantitative research approach was utilized, with primary data gathered through structured questionnaires administered to 200 employees from selected public institutions in Dodoma City. The hypothesized relationships were tested using the Partial Least Squares (PLS-SEM) technique. Results: Succession planning demonstrated the strongest influence on employee retention (β = 0.379), followed by employee training (β = 0.201) and promotion planning (β = 0.188). These results indicate that well-structured career development systems, continuous skills development, and transparent promotion processes enhance employee commitment and reduce turnover intentions. Conclusion: The study concludes that succession planning, training, and promotion planning are critical determinants of employee retention in public institutions. The findings suggest that public institutions should prioritize structured succession planning, continuous employee training, and merit-based promotion systems to enhance retention. Policy-wise, the study recommends the establishment of clear national and institutional talent management guidelines, mandatory investment in employee development, and integration of talent management practices into organizational performance reporting frameworks.