This paper discusses the determinants of talent retention and its relationship with employer branding, career growth and recruitment practices within the context of education, science and technology and medical sectors of the Malaysian public sector. This is due to attrition which is considered as brain drain in the Malaysian public sector. Employer branding that includes the aspects of marketing and human resource management (HRM) in the public sector is less addressed currently so it is hoped that this research will contribute to the body of knowledge. The study uses quantitative method via self-administered questionnaires and to be filled by professionals in the three sectors mentioned. The study expects the outcome of the research to contribute understanding the daterminants of talent retention in Malaysian public sector. This paper culminates with suggested future research work.
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Published by Human Resource Management Academic Research Society (www.hrmars.com)
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