Abstract:

Purpose The effects of talent management practices on employee retention are investigated in this paper in Telecom sector in Sudan, namely employee empowerment, appraisal and feedback, the use of employee compensation and training and career development. Design/methodology/approach This study's conceptual model based on employee perspectives and views of TM practices as they relate to their retention. The data was gathered quantitatively using surveys filled out by employees of Telecom sector. The sample size for this study was 278 respondents. On average, participants were 32 years old, and 45 percent of them were female. Participants had been at their current job for an average of four years and six years at the organization. Data were collected at an individual level. As a result, each individual is treated as a single data source Findings This study reviewed the literature and analyzed the empirical evidence on key HR policies that are associated with employee retention. The current study's findings showed that talent management practices (empowerment, compensation, employee appraisal, and training) have a significantly positive link with employee retention. Originality/value Talent management practices in emerging economies such as Sudan have not received the attention it deserved in academic literature.  Therefore, this paper addresses concerns over the lack of academic research on talent management and speculation that it is the newest management fad .The goal of this paper is to give a road map for firms to identify the most essential talent management practices that influence employee retention.