TALENT MANAGEMENT PRACTICES AND EMPLOYEE RETENTION IN HIGH-GROWTH START-UPS
Keywords:
Talent Management, Employee Retention, High-Growth Start-Ups, Human Capital, Employee Engagement, Career DevelopmentAbstract
High-growth start-ups operate in an intensely competitive environment were attracting and retaining qualified talent is essential for scaling operations. Despite the strategic significance of human capital, start-ups frequently struggle with high employee turnover due to limited resources, evolving job roles, and unstructured HR practices. This study examines the relationship between talent management practices and employee retention in high-growth start-ups. Data were collected from 50 employees working across technology, fintech, e-commerce, and service-based start-ups. The study adopts a descriptive and causal research design, using a structured questionnaire based on a five-point Likert scale. Descriptive statistics, reliability analysis, correlation, and regression were applied to identify the talent practices that significantly predict retention. Findings indicate that employee engagement, career development opportunities, and performance management systems contribute strongly to retention, while talent acquisition alone shows a weaker correlation. The study offers theoretical insights into the application of human capital and social exchange principles in start-up environments, and practical recommendations for founders and HR professionals to strengthen retention strategies.
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