Аннотация
Increasing competition for qualified employees increases the importance of talent management as a tool for ensuring organizational sustainability. However, the impact of individual talent management practices on employee retention intentions in Kazakhstani organizations remains understudied. The purpose of this study is to conduct a preliminary assessment of the relationship between talent management and employee retention, as well as to test the developed research instruments. The empirical basis was formed by the results of a survey of 57 employees of Kazakhstani organizations across various industries. Talent management was assessed across five areas: attraction and selection, professional development, career management, performance appraisal, and compensation and recognition. Retention was measured through employee intention to continue working at the current organization. Descriptive statistics, Cronbach's alpha, correlation analysis, one-way ANOVA, and regression modeling were used for the analysis. The average scores for the talent management components ranged from 3.24 to 3.58. Compensation and recognition received the highest ratings, while performance appraisal and professional development received the lowest. The average retention score was 2.94 points. Positive relationships were found between all talent management components and retention, with the strongest correlations being professional development and performance appraisal. Limited response variability, repeatability of numerical profiles, and critical multicollinearity were also identified. The results can be used to refine the questionnaire, refine the scales, and prepare a replication study on an expanded, independent sample. The proposed model can be used by HR departments to diagnose weaknesses in talent management and develop measures to reduce the risk of voluntary turnover.