International Journal of Recent Technology and Engineering (IJRTE) ISSN: 2277-3878, Volume-8 Issue-3, September 2019 1382 Published By: Blue Eyes Intelligence Engineering & Sciences Publication Retrieval Number: B3506078219/19©BEIESP DOI:10.35940/ijrte.B3506.098319 Abstract: To keep best talent to stay in the organization, managing human capital is an important part to compete with competitors through its people. The purpose of this study was to determine the influence of training and development, compensation, and performance appraisal toward turnover intention through organizational commitment so that employee retention improvement can be suggested. Methods of data collection used in this study is through questionnaires distributed to 117 office employees. Data analysis method used in this research is path analysis. The result of this study showed that training and development, compensation, performance appraisal, and organizational commitment have significant influence toward turnover intention simultaneously and individually. The way to improve employee retention recommendation are discussed. Keywords : Training Development, Compensation, Performance Appraisal, Organizational Commitment, Turnover Intention I. INTRODUCTION Today’s business competition is getting more competitive. Numerous companies are trying to produce valuable products and services to its customers. Companies should be able to predict and satisfy its customer requirements and expectation in a timely manner. People inside the companies are the one who give ideas and execute the decision. Therefore, it is important for company to keep its best people to stay in and fully committed to the organization. Revised Manuscript Received on September 15, 2019 Noerlina, Information Systems Department, School of Information Systems, Bina Nusantara University, Jakarta, Indonesia 11480. Email: nurlina@binus.edu Bachtiar H. Simamora, Management Department, BINUS Business School, Undergraduate Program, Bina Nusantara University, Jakarta, Indonesia 11480. Email: bsimamora@binus.edu Idris Gautama So, Management Department, BINUS Business School, Undergraduate Program, Bina Nusantara University, Jakarta, Indonesia 11480. Email : igautama@binus.edu Tirta Nugraha Mursitama, International Relations Department, Faculty of Humanities, Bina Nusantara University, Jakarta, Indonesia 11480. Email: tmursitama@binus.edu Ferlyn Angelina,International Relations Department, Faculty of Humanities, Bina Nusantara University, Jakarta, Indonesia 11480. Email: tmursitama@binus.edu Jessie Prasetya, International Relations Department, Faculty of Humanities, Bina Nusantara University, Jakarta, Indonesia 11480. Email: tmursitama@binus.edu Joy Stevani, , International Relations Department, Faculty of Humanities, Bina Nusantara University, Jakarta, Indonesia 11480. Email: tmursitama@binus.edu One of the strategies to cope with other competitors is through people [1]. The idea of competing through people means the ability of company to achieve its success by managing its human capital. Human Resource Management is the process to acquire, train, appraise, and compensate employees, and other labor issues such as labor relations, health and safety, and fairness concerns [2]. Each person has talents, skills, knowledge and experiences that would be lost if an employee moves to other companies. In that case, it is costly to replace with new employee because when someone leaves a job, the productivity will decrease, and company will also have lost all the investments, from the cost of hiring, training and development, and so on. Moreover, this issue will increase company’s turnover rate that will have some negative impact on employee in the company. Therefore, it is desirable that retaining employees is essential to achieve company competitive advantage. The way to retain employees or increase employees’ intention to stay in organization is to decrease employees’ turnover intention. In explaining factors contributing to employees’ turnover intention, company should consider the organizational commitment each employee has. Enhancing organizational commitment will result in higher retention, increases job motivation and performances [3]. This paper focus is on the problem faced by company on how to retain employees at E-Commerce Company in Indonesia since data shows (Table.1) steady increase in employee turnover from 2012 to 2015. The study is conducted to measure the factors affecting employees’ turnover intention through the organizational commitment. Table 1. Turnover Rate Data Year Turnover Rate 2012 12% 2013 15% 2014 20% 2015 34% Source: Indonesia-Investment (2016) Improving Employee Retention using Path Analysis At E-Commerce Company in Indonesia Noerlina, Bachtiar H. Simamora, Idris Gautama So, Tirta Nugraha Mursitama, Ferlyn Angelina, Jessie Prasetya, Joy Stevani