EFFECT OF EMPLOYEE DEMOGRAPHIC CHARACTERISTICS AND TALENT MANAGEMENT PRACTICES ON ACADEMIC STAFF RETENTION: A CASE OF ACADEMIC STAFF IN UNIVERSITIES IN KENYA

Leonard N. Kiragu, Dinah J. Kipkebut, Simon Kipchumba

Abstract


Many organizations globally, including universities in Kenya are engaged in the battle for the best talents.  In this war for talent, the best organizations aim at improving their short and long term plans, policies and practices for the attraction, development, repositioning and enhancing retention of talents vital for their business needs. The objective of the present study is to examine the effects of demographic characteristics (age, gender, education, tenure as an academic, tenure in the current university and job position) and talent management practices (training, succession planning, career management, mentoring and coaching) on academic staff retention in universities in Kenya. The sample of the study consisted of 388 academic staff drawn from a population of 13,441 academic staff in 31 public universities and 32 private universities in Kenya. Questionnaire method was used to collect data which was analysed using inferential statistics which included Independent Samples T Test, One Way Analysis of Variance (ANOVA), Pearsons Correlation and Multiple Regression analysis. The results showed that biographical characteristics (gender and education) did not influence satisfaction with talent management practices and decision to remain in the university; Age, tenure as an academic, tenure in the current university and job position did not influence satisfaction with talent management practices; Age, tenure as an academic, tenure in the current university and job position had significant influence on retention of academic staff; level of education influenced satisfaction with mentoring programmes in the university; Talent management practices (training, succession planning, career management, mentoring and coaching) had significant, positive effects on academic staff retention. The study recommends that universities should enact policies that promote talent management which will in turn promote sustainable academic staff retention and competitive advantage.


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