TALENT MANAGEMENT STRATEGIES AND PERFORMANCE OF THE COUNTY GOVERNMENT OF BUSIA
Abstract
Despite having staff training policies and human resource policy and procedure manual to guide and govern talent attraction, talent development and talent retention, County governments in Kenya are still having challenges related to employee performance, which negatively affects the achievement of its goals and objectives. This study therefore sought to examine the effect of talent management strategies on performance of the county government of Busia. The study specifically sought to examine the effect of talent attraction, talent development and talent retention on the performance of the county government of Busia. Explanatory research design was adopted in this study and the target population comprised of 38 chief officers and directors in Busia County. The study used a census approach and hence included all the staff working in 38 chief officers and directors in Busia County The study used primary data, which was collected by use of a structured questionnaire. Quantitative data was analyzed by use both descriptive and inferential statistics with the help of statistical package for social sciences (SPSS version 25). Descriptive statistics include frequency distribution, percentages, measures of central tendencies (mean) and measures of dispersion (standard deviation). This was then followed by inferential statistics such as correlation analysis and regression analysis. The study found that talent attraction has a positive and significant effect on the performance of the County government of Busia. In addition, the study established that talent development has a positive and significant effect on the performance of the County government of Busia. Further, the study found that talent retention has a positive and significant effect on the performance of the County government of Busia. The study recommends that the county government should focus on identification of talent, competency mapping and recruitment process so as to improve the performance of the County government. In addition, the County government of Busia should start offering partially funded or fully funded scholarship programs coming with monthly allowances for staff who are doing well. More emphasis should also be placed on mentoring and coaching programs so as to improve the competence and skills of the employees. Also, the study recommends that County government should focus on competitive remuneration, job promotion and employee recognition so as to improve the performance of the County government. Moreover, the County governments should improve on job recognition and start providing certificates of merit to staff who are performing well.
Full Text:
PDFReferences
Addai, K. E., Amoako, P.E. & Kyereh, A. (2016). The Role of Talent Management on Organizational Performance Focusing on Ghana Revenue Authority. European Journal of Business and Management, 8(35), 75-98.
Adejare, D. (2019). Assessing the Impact of Talent Management Strategies on the Organizational Performance: Empirical Evidence from Selected Private Universities in Nigeria. Journal of Research in Humanities and Social Science, 10(6), 7-17.
Adelere, M. (2017). Effect of Staff Training and Development on Organizational Performance: Evidence from Nigerian Bottling Company. Oman Chapter of Arabian Journal of Business and Management Review, 6, 10-24.
Adenyo, A. M. (2020). Effect of Training and Development on Organizational Performance: A Case of Compassion International Ghana Assisted Projects in the Volta Region. Retrieved from http://hdl.handle.net/123456789/4056
Afroz, N.N. (2018). Effects of Training on Employee Performance : A Study on Banking Sector, Tangail Bangladesh. Journal of Business and Management Review, 6, 10-24.
Babbie, E.R. (2017). The basics of social research. Boston: Cengage Learning.
Calvin, O. Y. (2017). The impact of Remuneration on Employees' Performance (A Study of Abdul Gusau Polytechnic, Talata-Mafara and State College of Education Maru, Zamfara State). Arabian Journal of Business and Management Review, 4(2), 34-43.
Cecchini, M. & Strobel, C. (2018). Multinational transfer pricing: A transaction cost and resource based view. Journal of Accounting Literature, 31(1), 31-48.
Cheraisi, E. J. (2021). Effect of Talent Management Practices on Organizational Performance: A Case of Hotels in South Rift Region, Kenya. Retrieved from http://ir-library.egerton.ac.ke/jspui
Cherotich, C. (2018). The Effectiveness of Procurement Practices on Performance of County Governments in Kenya: A Study of Kericho County Government. Retrieved from http://41.89.196.16:8080
Creswell, W. & Creswell, D. (2017). Research Design: Qualitative, Quantitative, And Mixed Methods Approaches. New York: SAGE Publications, Inc.
Crick, J. (2020). The Dark Side of Competition: When Collaborating With Competitors is Harmful for Company Performance. Journal of Business & Industrial Marketing, 35(2), 318-337.
Gunawan, A., Barsa, L., & Tua, H. (2018). Determinant of lecturers work satisfaction and implication on lecturer s performance at maritime higher education in DKI Jakarta. International Review of Management and Marketing, 8(4), 98-102.
Hitu, S. B. (2018). Impact of Talent Management Practices on Employees? Performance in Private Sector Bank. International Journal of Management, 9(1), 16?21
Ibidunni, S., Osibanjo, O. & Adeniji, A. (2019). Talent Retention and Organizational Performance: A Competitive Positioning in Nigerian Banking Sector. Social and Management Sciences, 24(1), 1-13.
Kehinde, J. (2019). Talent Management: Effect on Organization Performances. Journal of Management Research, 67, 101-121.
Keoye, K. N. (2018). Examining the Effect of Talent Management on Organizational Performance: A Case of Comply Limited, Nakuru. Retrieved from https://ir-library.ku.ac.ke
Kumar, R. (2019). Research Methodology: A Step-by-Step Guide for Beginners. New York: SAGE Publications Ltd.
Lyria, R. K. (2016). Effect of Talent Attraction on Organization Performance in Companies Listed in Nairobi securities exchange in Kenya. International Journal of Science and Research, 5(10), 727-732.
Lyria, R. K. (2020). Effect of Talent Management on Organizational Performance in Companies Listed in Nairobi Securities Exchange in Kenya. Retrieved from http://ir.jkuat.ac.ke
Mabaso, C., & Moloi, C. (2016) Talent attraction and its relationship to organizational productivity. Canadian Social Science, 12(10), 21-33.
Magbool, M. A. H. bin, Amran, A., Nejati, M., & Jayaraman, K. (2016). Corporate sustainable business practices and talent attraction. Sustainability Accounting, Management & Policy Journal, 7(4), 539?559.
Mahlahla, L. T. (2018). The Impact of Talent Management on Employee Performance and Retention Strategies: Case of Masvingo City Council in Zimbabwe. Retrieved from http://hdl.handle.net/10321/3118
Mbugua, G. (2020). Effects of Talent Management on Organizational Performance (A Case of PricewaterhouseCoopers Kenya Ltd). Retrieved from http://erepo.usiu.ac.ke/11732/6809
Nayak, B. & Bhattacharyya, S. (2022). Integrating the Dialectic Perspectives of Resource-Based View and Industrial Organization Theory for Competitive Advantage ? A Review and Research Agenda. Journal of Business & Industrial Marketing, 32, 90-121.
Ndolo, F. M. (2017). Effect of Talent Management on Employee Performance of Commercial State Corporations in Kenya. Retrieved from https://ir.tum.ac.ke
Ngigi, S. & Busolo, D. (2019). Devolution in Kenya: The Good, the Bad and the Ugly. Public Policy and Administration Research, 9, 9 - 12.
Niu, Z., Jussibaliyeva, A. & Sarfraz, H. (2021). The Impact of Talent Management on Performance: Moderating Effect of Career Management. Journal of Human Resource, 20, 89-121.
Njeri, W. G., Elegwa, M., & Anthony, W. (2018). Effect of Innovation on Performance of County Governments in Kenya. Advances in Social Sciences Research Journal, 5(9) 11-19.
Oaya, Z.C., Ogbu, J. & Ojo, G. R. (2017). Impact of Recruitment and Selection Strategy on Employees? Performance: A Study of Three Selected Manufacturing Companies in Nigeria. International Journal of Innovation and Economic Development, 3(3), 32-43.
Rahmany, S.M. (2018). The Effect of Recruitment and Selection Process on Employees? Performance: The Case Study of Afghanistan?s Civil Servant. British Journal of Criminology, 53(2), 179?196.
Rambaud, A. & Richard, J. (2016). The ?Triple Depreciation Line? Accounting Model and Its Application to the Human Capital. Critical Studies on Corporate Responsibility, Governance and Sustainability, 11, 225-252.
Ramya, J. (2016). The Effect of Training on Employee Performance. International Journal of Scientific Research and Modern Education, 1, 697-706.
Rita, K L. (2017). The Effect of Talent Retention on Organizational Performance of Firms Listed in the Nairobi Securities Exchange. Journal of Human Resource and Leadership, 1(35), 56-68.
Saharuddin, H. & .Sulaiman, J. (2016). The effect of promotion and compensation toward working productivity through job satisfaction and working motivation of employees in The Department Of Water And Mineral Resources Energy North Aceh District. International Journal of Business and Management Invention, 5(10), 33-40.
Sareen, P. & Mishra, S. (2016). A Study of Talent Management and Its Impact on Performance of Organizations. IOSR Journal of Business and Management, 18(12), 66-73.
Sitati, N., Were, S., & Waititu, G. A. (2016). Effects of Career Development on Employee Retention in Hotels in Kenya. Business and Change Management, 3(4), 940?955.
Tight, M. (2018). Human and Social Capital and Their Application in Higher Education Research. Theory and Method in Higher Education Research, 4, 209-223.
Transparency International Kenya (2019). The Kenya county governance status report 2019. Retrieved from https://tikenya.org
Valenti, A. & Horner, S.V. (2020). Leveraging board talent for innovation strategy. Journal of Business Strategy, 41(1), 11-18.
Wijethilake, C. & Ekanayake, A. (2018). Proactive Strategic Responses to Corporate Sustainability Pressures: A Sustainability Control System Framework. Advances in Management Accounting, 30, 129-173.
Refbacks
- There are currently no refbacks.