Author: Guilmer Pureza, Chra, Cssgb

Doi: 10.26480/mjhrm.02.2025.116.119

This is an open access article distributed under the Creative Commons Attribution License CC BY 4.0, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited

This research delves into exploring the impact of career development opportunities pathways and strategies implement by the management on employee retention within selected financial institutions in Lucena City, Quezon Province, from the perspective of Human Resource (HR) practitioners. Using a quantitative-descriptive research design, the study surveyed 44 HR practitioners from large banks, medium banks, and microfinance institutions, employing stratified random sampling to ensure representative insights. Preliminary data using weighted mean and percentage analysis suggests a significant positive correlation amongst the availability of career development opportunities and employee retention. For instance, 82% of respondents agreed that mentorship programs help retain top talent with a general and combined weighted mean of 3.46). In addition, the study also highlights challenges faced by HR practitioners, including insufficient resources (71%), lack of managerial support (66%), and difficulty aligning development programs with organizational goals (63%). The research therefore concludes that career development is a critical driver in retaining talents in the financial sector. The findings emphasize the implication of structured and well-resourced programs as lack of resources may lead to failure in term if execution of these programs. Additionally, a clear advancement pathway shall also be implemented to ensure that employees are aware to the availability of promotion in the long run.