Engaging People with Employer Branding

The preferences among employees are varied due to the changes in the 21st century's working environment. It is thus important to determine the factors that employees seek in an organization and their intention behavior to quit from their job in order to improve the issues of high attrition that happens in an organization. This research aims to determine the relationship between Employer Branding and Turnover Intention among employees in Malaysia's SME-ICT Industry. A cross sectional study and quantitative research methods were used in the study. Questionnaires were administered to employees in the SME-ICT firms in Selangor and 250 respondents cooperated in this study. Practically, this study adopts the concept employer branding and translates it into the SME environment, in an attempt to improve the organization's performance regarding employee's management. By using Smart Partial Least Square (PLS), the result translates the significant relationship between the development value in employer branding and turnover intention.