The effect of talent management on work angagement, performance and intent to leave: Case of banking sector

With the increasing significance of intellectual capital, effective and efficient use of human potential in the organization has become an important competition factor for organizations. Talent management is a practice of advanced human resources management regarding employee talents that have gained importance recently at business organizations. In this research, the practice of talent management in the banking sector is examined. In this context, talent management can be briefly specified as the employees', the most important element of organization, selection for appropriate vacancies among talented candidates, employment, training and improvement of them according to their talents and ensuring that they keep working at the organization. In the study, hypotheses were set to identify the effects of talent management practices in banks on the employees'work engagement, performance and intents to leave. To test the hypotheses, data were obtained from 421 bank employees via a questionnaire in Gaziantep, Şanlıurfa, Diyarbakır, Mardin and Batman. Questionnaire results were analyzed via SPSS 18.0 analysis program using various statistical methods and test techniques (frequency distribution, mean, t-test, Anova, Correlation and Regression). In the analysis, the level of statistical significance is p<0.05. Hypotheses are tested on the basis of findings. It is identified that talent management hasa positive significant relationship with work engagementand a negative relationship with intent to leave. There is not a significant relationship between talent management and performance. As a result, it is put forth that work engagement increases while intent to leave decreases depending on talent management practice, and discussion and interpretation are offered in this context. Keywords Talent Management, Work Engagement, Performance, Intent to Leave