This research investigated the impact of Human Resource Management (HRM) practices on turnover intentions among ICT employees in Malaysia. With the rapid growth of the ICT sector driven by government initiatives such as the Multimedia Super Corridor (MSC), MSC2, and the Digital Economy Blueprint, the demand for skilled labor increased significantly. However, high turnover rates in this sector undermined organizational stability and productivity. The study examined key HRM practices including recruitment and selection, training and development, compensation, performance appraisal, and work-life balance and their influence on turnover intentions. A cross-sectional survey was conducted among ICT employees in Malaysia, and the data were analyzed to identify the relationships between HRM practices and turnover intentions. The findings showed that transparent recruitment processes, continuous training opportunities, competitive compensation packages, fair performance appraisals, and work-life balance initiatives significantly reduced turnover intentions. Employees who perceived their HRM practices as fair and supportive were more likely to remain with their organizations. The study highlighted the importance of HRM in fostering employee satisfaction, commitment, and retention, thereby contributing to a competitive workforce in the ICT sector. This research provided valuable insights for organizations in Malaysia’s ICT sector to develop HRM strategies that enhance employee retention and organizational performance. The findings also informed policymakers about the need for supportive HRM frameworks to sustain the growth of the knowledge-based economy.