摘要：AbstractThis paper has the objective to testify to the presence of a comprehensive talent strategy in a talent management crisis model that can effectively inculcate loyalty and sustainable performance, particularly among the younger employees of the banking sector in Malaysia. To be concern over their career development and in turn for the employees to be concern over the health and wealth of the company is the primary motive to propose the above model. The examination involves mediating talent management program (TMP: dimensions in favour of employees) with employee value proposition (EVP: dimensions in favour of company), in which the end result is to seek retention of employability. On the interrelationships results, there has been a significant positive relationship between TMP and EVP for Malaysian banks. Moreover, TMP was found to be a significant predictor of EVP. This implies that TMP is a vital creativity of human skill that can facilitate EVP for employees of the banks. TMP will predispose bank employees to have an effective EVP. This effectively avoids the intention to leave and continued dissatisfaction; hence reducing the rising turnover among professionals and talented young bankers. Additionally, by proposing and developing a Talent Management Crisis Model, the Malaysian banking industry is able to manage well against the risks brought about by the intention to leave and/or continued dissatisfaction for not having the ability to exit the work place early. In this way, not only will the status symbol of banks’ employees continue to leap and sustain, this will also lead to a balanced emotional and work-life for them amid competition and rapid changes in the environment and technology.
