It is seen that information technology (IT), being a knowledge-based sector, always faces a question of employee retention. Organizations have tried to get the answer of this question by exploring the ways to improve employees' satisfaction with their organizations. Proper exploitation of employees' potential may be felt as an answer to this question. Employees' potential is enhanced by improving learning ability. Thus, this study was designed with an aim to explore the effect of learning ability on employees' potential. An exhaustive literature review was done in order to confirm the variables of the study as well as to get the clear directions for the current research. A total of 455 employees of various IT sectors were investigated during the study. The survey was conducted during May 2016 and September 2017. Primary data were collected using a well-structured questionnaire. Employees' potential was explained through four dimensions, namely technical competencies, managerial competencies, interpersonal competencies, and personal competencies. The effect of learning ability on employees' potential was expounded by applying regression models. The results concluded that learning ability came out as a strong predictor of personal competencies and moderate predictor for managerial competencies. Technical competencies were not found to be significantly related to learning ability. Furthermore, a vice versa effect of personal competencies on learning ability was also extracted. In addition, managerial competencies, interpersonal competencies, and personal competencies exhibited a strong relationship.

1. Aggarwal, V. (2019). A conceptual study on factors of entrepreneurial potentiality and their impact on entrepreneurial intention with the moderating role of entrepreneurship education. Prabandhan: Indian Journal of Management, 12(6), 7-19. <a href=https://dx.doi.org/10.17010/pijom/2019/v12i6/144932 target="_blank">https://dx.doi.org/10.17010/pijom/2019/v12i6/144932</a>
2. Arnold, E. (2005). Managing human resources to improve employee retention. The Health Care Manager, 24(2), 132-140. <a href=https://dx.doi.org/10.1097/00126450-200504000-00006 target="_blank">https://dx.doi.org/10.1097/00126450-200504000-00006</a>
3. Chandhana, K., & Easow, D. T. (2018). A descriptive study on the blind spots of performance appraisal in the IT sector : A contemporary 360 degree approach. Prabandhan: Indian Journal of Management, 11(4), 27-36. <a href=https://dx.doi.org/10.17010/pijom/2018/v11i4/122833 target="_blank">https://dx.doi.org/10.17010/pijom/2018/v11i4/122833</a>
4. Colman, C. A. (2018). Measuring the impact of employee learning at work : A review of the practices of two companies in Ghana. Journal of Entrepreneurship & Organization Management, 7(3), 1-6. <a href=https://dx.doi.org/10.4172/2169-026X.1000251 target="_blank">https://dx.doi.org/10.4172/2169-026X.1000251</a>
5. Conner, J. (2000). Developing the global leaders of tomorrow. Human Resource Management, 39(2-3), 147-157.
6. Das, M. R., Pathak, P., & Das, M. R. (2018). Key competencies for industrial relations managers : A case study from West Bengal. Prabandhan: Indian Journal of Management, 11(10), 7-21. <a href=https://dx.doi.org/10.17010/pijom/2018/v11i10/132508 target="_blank">https://dx.doi.org/10.17010/pijom/2018/v11i10/132508</a>
7. Dries, N., & Pepermans, R. (2007). Using emotional intelligence to identify high potential : A meta competency perspective. Leadership & Organization Development Journal, 28(8), 749-770. <a href=https://dx.doi.org/10.1108/01437730710835470 target="_blank">https://dx.doi.org/10.1108/01437730710835470</a>
8. Dries, N., Vantilborgh, T., & Pepermans, R. (2012). The role of learning agility and career variety in the identification and development of high potential employees. Personnel Review, 41(3), 340-358. <a href=https://dx.doi.org/10.1108/00483481211212977 target="_blank">https://dx.doi.org/10.1108/00483481211212977</a>
9. Fernández -Mesa, A., Ferreras -Mendez, L. J., Alegre, J., & Chiva, R. (2014). IT competency and the commercial success of innovation. Industrial Management & Data Systems, 114(4), 550-567. <a href=https://dx.doi.org/10.1108/IMDS-09-2013-0389 target="_blank">https://dx.doi.org/10.1108/IMDS-09-2013-0389</a>
10. Goh, S., & Richards, G. (1997). Benchmarking the learning capability of organizations. European Management Journal, 15(5), 575-583. <a href=https://dx.doi.org/10.1016/S0263-2373(97)00036-4 target="_blank">https://dx.doi.org/10.1016/S0263-2373(97)00036-4</a>
11. Govaerts, N., Kyndt, E., Dochy, F., & Baert H. (2011). Influence of learning and working climate on the retention of talented employees. Journal of Work place Learning, 23(1), 35-55. <a href=https://dx.doi.org/10.1108/13665621111097245 target="_blank">https://dx.doi.org/10.1108/13665621111097245</a>
12. Hagemann, B., & Stroope, S. (2013). Developing the next generation of leaders. Industrial and Commercial Training, 45(2), 123-126. <a href=https://dx.doi.org/10.1108/00197851311309570 target="_blank">https://dx.doi.org/10.1108/00197851311309570</a>
13. Hiltrop, J. -M. (1999). The quest for the best : Human resource practices to attract and retain talent. European Management Journal, 17(4), 422-430. <a href=https://dx.doi.org/10.1016/S0263-2373(99)00022-5 target="_blank">https://dx.doi.org/10.1016/S0263-2373(99)00022-5</a>
14. Hytter, A. (2007). Retention strategies in France and Sweden. Irish Journal of Management, 28(1), 59-79.
15. James, L., & Mathew, L. (2012). Employee retention strategies : IT industry. SCMS Journal of Indian Management, 9(3), 79-87. <a href=http://140.234.252.185/c/articles/82189790/employee-retention-strategies-industry target="_blank">http://140.234.252.185/c/articles/82189790/employee-retention-strategies-industry</a>
16. Kassim, N. M. (2006). Telecommunication industry in Malaysia: Demographics effect on customer expectations, performance, satisfaction and retention. Asia Pacific Business Review, 12(4), 437-463. <a href=https://dx.doi.org/10.1080/13602380600571401 target="_blank">https://dx.doi.org/10.1080/13602380600571401</a>
17. Kyndt, E., Dochy, F., Michielsen, M., & Moeyaert, B. (2009). Employee retention : Organisational and personal perspectives. Vocations and Learning, 2(3), 195-215. <a href=https://dx.doi.org/10.10.07/s12186-009-9024-7 target="_blank">https://dx.doi.org/10.10.07/s12186-009-9024-7</a>
18. Lakshminarayanan, S., Pai, Y. P., & Ramaprasad, B. S. (2016). Managerial competencies, self-efficacy, and job performance: A path analytic approach. Prabandhan: Indian Journal of Management, 9(10), 7-22. <a href=https://dx.doi.org/10.17010/pijom/2016/v9i10/103068 target="_blank">https://dx.doi.org/10.17010/pijom/2016/v9i10/103068</a>
19. Lindsey, G., & Kleiner, B. (2005). Nurse residency program: An effective tool for recruitment and retention. Journal of Health Care Finance, 31(3), 25-32.
20. Lo’pez-Cabrales, A. L., Real, J. C., & Valle, R. (2011). Relationships between human resource management practices and organizational learning capability. Personnel Review, 40(3), 344-363. <a href=https://dx.doi.org/10.1108/00483481111118658 target="_blank">https://dx.doi.org/10.1108/00483481111118658</a>
21. Lombardo, M. M., & Eichinger, R. W. (2000). High potentials as high learners. Human Resource Management, 39(4), 321-339. <a href=https://dx.doi.org/10.1002/1099-050X(200024) target="_blank">https://dx.doi.org/10.1002/1099-050X(200024)</a>
22. Mankidy, A. (1996). Developing potential appraisal system for banks. Indian Journal of Industrial Relations, 31(4), 465-481.
23. Pepermans, R., Vloeberghs, D., & Perkisas, B. (2003). High potential identification policies: An empirical study among Belgian companies. Journal of Management Development, 22(8), 660-678. <a href=https://dx.doi.org/10.1108/02621710310487846 target="_blank">https://dx.doi.org/10.1108/02621710310487846</a>
24. Prathibha, S. (2020). A study on professors' adeptness and students' expectations on perceived student learning outcomes. Prabandhan: Indian Journal of Management, 13 (1), 19-32. <a href=https://dx.doi.org/10.17010/pijom/2020/v13i1/149945 target="_blank">https://dx.doi.org/10.17010/pijom/2020/v13i1/149945</a>
25. Schumacher, S. (2009). High potential employees. New York, NY : Prism Business Media.
26. Snipes, J. (2005). Identifying and cultivating high-potential employees. Chief Learning Officer Magazine, 4(11), 54-64.
27. Stone, M., & Liyanearachchi, D. (2007). Managing retention -Who does it well ? Journal of Database Marketing & Customer Strategy Management, 14(2), 90-103. <a href=https://dx.doi.org/10.1057/palgrave.dbm.3250042 target="_blank">https://dx.doi.org/10.1057/palgrave.dbm.3250042</a>
28. Stumpf, S. A., Doh, J. P., & Tymon Jr., W. G. (2010). The strength of HR practices in India and their effects on employee career success, performance, and potential. Human Resource Management, 49(3), 353-375. <a href=https://dx.doi.org/10.1002/hrm.20361 target="_blank">https://dx.doi.org/10.1002/hrm.20361</a>
29. Verma, A., & Singh, P. (2018). Elucidating the influence of demographics on managerial competencies of Indian IT sector employees. International Journal of Research in Economics and Social Sciences, 8(1), 811-825.
30. Walia, V., & Tomar, P. (2010). Human resource management: Text and cases. Rohtak: Yogiraj Publishing House.
31. Whitt, W. (2006). The impact of increased employee retention on performance in a customer contact center.
32. Manufacturing & Service Operations Management, 8(3), 235-252. <a href=https://dx.doi.org/10.1287/msom.1060.0106 target="_blank">https://dx.doi.org/10.1287/msom.1060.0106</a>
33. Zhu, X., Law, K. S., Sun, C., & Yang, D. (2019). Thriving of employees with disabilities: The roles of job self-efficacy, inclusion, and team-learning climate. Human Resource Management, 58(1), 21-34. <a href=https://dx.doi.org/10.1002/hrm.21920 target="_blank">https://dx.doi.org/10.1002/hrm.21920</a>