Talent retention through effective talent management is seen increasingly more significant in today’s strategic human resource management due to its function for organizational sustainability. Employee and talent retention is the organizational scenario for which the employees have their loyalty and intend to stay for a long period within the organization. Despite the serious issue pertaining to employee turnover mainly among the talented employees in various employment sectors, researchers have argued that it is yet to promote and emphasize a talent retention strategy that leads to sustainable and reliable outcomes mainly in the private higher education institution (PHEI) organizations. Evidence proves that high employee turnover affects many weaknesses, risks and financial implications. This indicates that it will be essential to truly embed the desire to stay within the talented employees of PHEI if they perceive the role of green organizational support such as green human resource management (HRM) as motivator antecedent. Literature study is performed as a method to generate relevant past empirical studies’ findings and conceptual theory namely Social Exchange Theory. Therefore, this paper constructs a conceptual framework to share extent knowledge on how green HRM through its practices (green recruitment and selection, green training and development, and green compensation) influence talent retention. This paper also developed justified research hypotheses for future empirical studies. The framework of research will be shared as a meaningful guideline for strategies design in sustaining PHEI business and services, particularly when the expected result will be able to show significant effects of green HRM practices on talent retention. Interestingly, academicians at PHEI will be more loyal and intend to stay long when they perceive PHEI initiates beyond the traditional management and strategy aspects which embark into green HRM.
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