Talent management, employee engagement and turnover intention in private health facilities in Kampala Central District

Abstract

The aim of the study was to investigate the relationship between talent management, employee engagement and turnover intentions among 118 employees in private health facilities located in Kampala; ABII and CASE. The study objectives were; to investigate the relationship between talent management and employee engagement, to establish the relationship between talent management and turnover intention; to examine the relationship between employee engagement and turnover intention; and to determine which variable better predicts turnover intention between talent management and employee engagement. The study was quantitative in nature and adopted a cross sectional survey design. A standardized questionnaire was used to collect data. Pearson product moment correlation coefficient was used to test the hypotheses. Analysis showed a significant relationship between talent management and employee engagement (r = .56**, p< .01). Talent management and turnover intention showed a negative significant relationship (r = -.42, p < .01). Employee engagement and turnover intention exhibited a negative significant relationship (r = -.39, p<.01) whereas Talent management was a better predictor of turnover intention with 29% (B-.29, p<.1) The study recommended that Private Health facilities carry out period surveys to measure employee engagement levels to identify gaps and offer appropriate solutions. This coupled with improved talent management practices will reduce turnover intention among employees.