THE RELATIONSHIP BETWEEN TRAINING AND DEVELPOMENT ON EMPLOYEE RETENTION IN PRIVATE SECTOR
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UNIVERSITI MALAYSIA SARAWAK
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Employee retention has emerged as a pressing concern in Malaysia’s private sector due to rising turnover rates and the increasing demand for skilled talent. This study investigates the relationship between training and development initiatives and employee retention, focusing on three key variables: training frequency, training quality, and development opportunities. Guided by Human Capital Theory, the research adopts a quantitative correlational design involving 148 employees from a private organization in Kota Kinabalu, Sabah. Data were collected using structured questionnaires and analyzed using Spearman Rank Correlation. The findings revealed statistically significant positive relationships between all three independent variables and employee turnover intention. Notably, while training and development initiatives were generally perceived positively, they also correlated with a higher likelihood of turnover, suggesting that such programs may enhance employees’ confidence and marketability. The study concludes that for training and development to effectively support retention, they must be paired with internal career advancement opportunities and robust retention strategies. These insights offer practical implications for human resource practitioners and policymakers seeking to reduce turnover and build a committed workforce.