Abstract:

Employee turnover is a perpetual problem in any organization and the situation has never been more acute when it involves the workforce from the Generation Y or also known as the Millenials.  It is deemed that the highest turnover rate is coming from these groups of people (Sujansky and Ferri-Reed, 2009). Apparently, human resource strategies to retain employees that had worked very well during the industrial economy are now rendered less effective in the knowledge economy. The Millennials are found to be of a different paradigm compared to previous generations and one clear difference about the Millennials is how fast they are changing jobs. This is further compounded by the ease of job mobility enabled by the borderless world and the nature of upbringing experienced by the Millennials that shape their character and attitude. This research seeks to study and understand the Generation Y (Millennial) workforce from the perspective of strategic human capital management with specific emphasis their turnover intention in the business process outsourcing sector. A cross-sectional was carried out among the Generation Y in a business process outsourcing sector in Malaysia. Results indicate that the most significant predictor of the intention to quit is lack of training while organization commitment and salary are of lesser significance.