The scrunity aims to enhance the development of skills and reduce the intention of trainee doctors to leave their positions in the Malaysian public healthcare system. It discovers how different supervisory approaches and the environment in which doctors learn and work can contribute to achieving these goals. Firstly, the scrunity introduces the issues faced in the public healthcare sector in Malaysia, such as the quality of training for new doctors and challenges related to professionalism in public hospitals. Secondly, the scrunity explores the concepts of developing talent and the desire to leave a job. Thirdly, the scrunity identifies the connection between different supervisory styles (coaching, mentoring, participative, and abusive supervision), the environment where doctors learn and work, talent development (professional and medical skills), and the intention to leave the job. It also discovers how the learning environment influences the connection between supervisory styles and talent development. Fourthly, the outcomes of the scrunity is derived. Lastly, a summary of the overall findings of the scrunity and proposes a recommended approach and conclusion, along with both unrealistic and practical implications comprised of recommendations for trainee doctors, the organization (public hospitals), trainers (senior doctors), and human resource development (HRD) are discovered.