Examining employee retention among generation Y in Selangor oil and gas company

In the era of globalization, organizations are facing with rapid change which include in human resource management. Losing a talented employee to other organization become one of the organization’s catastrophe that will influence the sustainability of one organization to stay competitive in the market. Likewise, the workforce demographics are also evolved in parallel of competitive change to the globalization. In that case, organization should maneuver instantly to retaining employee to avoid losing talent similarly to reduce the turnover rate that give negative impact to organization’s image. This research is conducted to examine the relationship between employee value proposition, talent management and employee engagement towards employee retention in oil and gas industry in Selangor. A total of 254 samples were collected for data analysis purpose. The regression analysis results shows that employee value proposition and employee engagement have significant relationship with employee retention. While talent management do not have positive relationship on employee retention. Therefore, employee value proposition and employee engagement are important for employee in oil and gas company in Selangor to work longer in that organization. Talent management was found unsubstantial in influencing employee retention therewithal. The research conclude that employee value proposition and employee engagement have significant relationship to employee retention while talent management do not have significant relationship with employee retention.