Talent Management Practices and Workforce Turnover Intention in Guanranty Trust Holding Company

Student: Sahadullahi Olaide Jamiu (Project, 2025)
Department of Industrial Relations and Personnel Management
University of Ilorin, Kwara State

Abstract

ABSTRACT
This study examines the impact of talent management practices on workforce turnover intentions at Guaranty Trust Holding Company in Ilorin Metropolis, Nigeria. Focusing on employee placement, performance management, and reward systems, the research addresses the gap in understanding how these practices influence voluntary resignation rates, employee retention, and job satisfaction in the banking sector. A descriptive survey design was adopted, with primary data collected from 107 employees, selected via simple random sampling from a population of 148 staff across Guaranty Trust Holding Company branches in Ilorin. Data was gathered using a structured questionnaire with a five-point Likert scale and analyzed using descriptive and inferential statistics, including regression analysis via SPSS (version 27). The findings aim to reveal the extent to which employee placement, performance management, and reward systems affect turnover intentions, providing insights for GTCO management to enhance retention strategies and organizational viability. The study offers recommendations to strengthen talent management practices, reduce turnover costs, and foster a motivated workforce, contributing to the competitive advantage of GTCO in the dynamic banking industry.

Keywords
talent management practices workforce turnover intention guanranty trust holding company
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