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Talent Development and Retention from the Bankers’ Perspectives: A Study at Islamic Banks in Malaysia

Author

Listed:
  • Bidayatul Akmal Mustafa Kamil*

    (School of Business Management (SBM), College of Business, Universiti Utara Malaysia, 06010Sintok, Kedah DarulAman, Malaysia)

  • Khulida Kirana Yahya

    (School of Business Management (SBM), College of Business, Universiti Utara Malaysia, 06010Sintok, Kedah DarulAman, Malaysia)

  • Marhanum Che Mohd Salleh

    (Kuliyyah of Economics and Management Sciences, International Islamic University Malaysia, 50728 Kuala Lumpur, Malaysia)

  • Fatin Izzati Iqbal

    (Management Innovation& Costing Department (MICD), Panasonic Manufacturing Malaysia Berhad, 40200 Shah Alam, Selangor, Malaysia)

Abstract

The credibility and performance of the Islamic banks depend on those who operate and manage the overall banking business. Due to high demand towards high performing talents for the industry lately, there is need to identify whether the industry has done their part to train and enhance their existing talents in order to ensure the Islamic banking business remain sustain in the future. This is more challenging when the demand for talents that have education background of combination of both Islamic jurisprudent (Shariah) and finance knowledge become pivotal.It is because of the nature of the Islamic banking business that need to ensure theoverall banking operations including product structure, accounting and auditing, credit evaluation, risk management, and others meet the Shariah requirement. This study therefore embarks to investigate relationship between talent development and talent retention and also to identify the effect of talent development towards talent retention at Islamic banking institutions. A total of 175 bankers from executive to managerial level of Islamic banks in Malaysia have involved in survey conducted in this research. The results show that the respondents agreed there is a relationship between talent development and retention. In addition, talent development do significantly affect talent retention positively. Therefore, as a suggestion from the bankers, there is need to have an appropriate talent development programme to ensure that the existing talents of the Islamic banks are competent both having strong knowledge in Islamic law as well as operating knowledge of the banking business.

Suggested Citation

  • Bidayatul Akmal Mustafa Kamil* & Khulida Kirana Yahya & Marhanum Che Mohd Salleh & Fatin Izzati Iqbal, 2018. "Talent Development and Retention from the Bankers’ Perspectives: A Study at Islamic Banks in Malaysia," The Journal of Social Sciences Research, Academic Research Publishing Group, pages 161-166:6.
    • Handle: RePEc:arp:tjssrr:2018:p:161-166
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    References listed on IDEAS

    as
    1. Jeevan Jyoti & Roomi Rani, 2014. "Exploring talent management practices: antecedents and consequences," International Journal of Management Concepts and Philosophy, Inderscience Enterprises Ltd, vol. 8(4), pages 220-248.
    2. Mohd Ikhwan Aziz & Asyraf Afthanorhan & Zainudin Awang, 2016. "Talent development model for a career in Islamic banking institutions: A SEM approach," Cogent Business & Management, Taylor & Francis Journals, vol. 3(1), pages 1186259-118, December.
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    Cited by:

    1. Hung Manh Pham & Tra Thi Huong Le & Linh Hoai Dang & Linh Thuy Nguyen, 2024. "The impact of reward system on talented employees’ performance in Vietnamese commercial banks: mediating role of job satisfaction," Journal of Financial Services Marketing, Palgrave Macmillan, vol. 29(3), pages 1099-1114, September.
    2. Unnar Theodorsson & Thorhallur Gudlaugsson & Svala Gudmundsdottir, 2022. "Talent Management in the Banking Sector: A Systematic Literature Review," Administrative Sciences, MDPI, vol. 12(2), pages 1-30, May.

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