Abstract:
This study investigates the effect of talent management practices on employee retention at Community-Based Organizations (CBOs) in Karen State, Myanmar. The research examines the impact of five key talent management dimensions recruitment and selection, training, performance management, reward structure, and career management on employees’ retention within CBOs and Ethnic Health Organizations (EHOs) operating in conflict-affected areas. A quantitative research design is employed and data are collected from 399 employees using a convenience sampling method with structured questionnaires based on a 5-point Likert scale. Reliability tests, descriptive statistics, and multiple regression analysis are conducted using SPSS to analyze the collected data. The results of the regression analysis reveal that all five talent management practices have a statistically significant and positive impact on employee retention. Among these factors, career management emerges as the most influential determinant, followed by reward structure, performance management, recruitment and selection and training. These findings suggest that CBOs should prioritize structured career development pathways, equitable reward systems, and transparent performance management to strengthen workforce stability in resource-constrained and conflict-affected environments.
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