Talent Retention in Private Universities of Malaysia
Suguna Sinniah1, Ramesh Kumar Moona Haji Mohamed2, Wan Rozima Mior3, Ahmad Harith4, Wan Nur Izni5, Zainab Ali Rawshdeh6
1Suguna Sinniah, Faculty of Business and Accountancy, SEGi University, Malaysia.
2Dr. Ramesh Kumar Moona Haji Mohamed, Faculty of Business & Finance, University Tunku Abdul Rahman (UTAR) Malaysia
3Ms. Wan Rozima Binti Mior Ahmed Shahimi, Faculty of Business & Finance, University Tunku Abdul Rahman (UTAR) Malaysia
4Mr. Ahmad Harith Ashrofie Bin Hanafi, Faculty of Business & Finance, University Tunku Abdul Rahman (UTAR) Malaysia.
5Ms. Wan Nur Izni, Binti Wan Ahmad Kamar, Faculty of Business & Finance, University Tunku Abdul Rahman (UTAR) Malaysia.
6Ms.Zainab Ali Ahmad Rawshdeh, University Kebangasaan Malaysia (UKM)
Manuscript received on 27 September 2019 | Revised Manuscript received on 09 November 2019 | Manuscript Published on 22 November 2019 | PP: 233-239 | Volume-8 Issue-6S3 September 2019 | Retrieval Number: F10380986S319/19©BEIESP | DOI: 10.35940/ijeat.F1038.0986S319
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© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: Enhancements in human capital can be achieved by the establishment of various programs such as training and curriculum development at the university level. This would increase the knowledge and skills of lecturers with respect to their teaching styles and learning processes at universities in general. This study examines the effect of human resources management (HRM) and job satisfaction on university PhD holders who contribute to the innovative achievements of a university. The purpose of this study was to explore the contribution of HRM and job satisfaction on talent retention in private universities in Malaysia. The study sample comprised 110 PhD holders, and their responses were analyzed using the PLS-SEM software. The results indicate that, rather than promotions and recognition, PhD holders place more emphasis on their salaries, which are very low at private universities. The study limitations are discussed, and suggestions are made regarding future research.
Keywords: Recognition, Talent Retention, Work Environment, Job Satisfaction.
Scope of the Article: Pattern Recognition