Open Access

A Strategic HR Framework for Reducing Employee Attrition and Enhancing Talent Acquisition in the Indian Banking Sector

https://doi.org/10.55640/ijctisn-v03i09-06

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Chinedu Okafor ¹ , Amina Yusuf Bello ¹ ,

⁴ Department of Cybersecurity, Nigerian Institute of Technology and Security Studies, Abuja, Nigeria

⁴ Department of Computer Networks, West African University of Technology, Lagos, Nigeria

Abstract

Employee attrition and the acquisition of capable human resources represent two interdependent strategic challenges for the Indian banking sector. Increasing competition among banks, changing employee expectations, pressure for performance, and the need for specialized capabilities have made traditional human resource management approaches increasingly inadequate. This research develops a strategic human resource framework integrating talent acquisition, employee retention, motivation, career development, empowerment, performance management, employer branding, and workplace well-being. The study adopts a qualitative conceptual research design based exclusively on the supplied literature and synthesizes evidence concerning employee motivation, turnover intentions, human resource practices, talent management, employer branding, psychological empowerment, and banking-sector workforce management. The analysis indicates that attrition cannot be addressed through isolated retention incentives; rather, it emerges from the interaction of organizational practices, employee expectations, managerial behavior, career opportunities, perceived fairness, and workplace conditions. Similarly, effective talent acquisition requires alignment between organizational employment practices and the expectations of prospective employees. The proposed framework therefore positions strategic HR management as an integrated system in which recruitment quality, employee experience, development opportunities, performance management, and retention reinforce one another. The framework offers practical implications for Indian banks seeking sustainable workforce capabilities and provides a conceptual foundation for future empirical testing.

Keywords

Strategic Human Resource Management, Employee Attrition, Talent Acquisition

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