Role of Talent Management on Strategic Positioning Among Public Universities in Kenya: a Case of University of Nairobi
Abstract
The purpose of this study was to establish the role of talent management role of talent
management on strategic positioning among public universities in Kenya. Talent
management is strategically projecting staffing requirements and handling the
development of employees through positions and careers. The bottom line for corporations
is to tap employees of their natural abilities and get the best out of them to gain a
competitive advantage. This study sought to bring to light the talent management
challenges, aptitudes, and proficiencies that promote strategic positioning and competitive
advantage when existent or absent. The specific objectives of the study were to establish
the role of talent acquisition, development, motivation, retention, and succession
management in strategic positioning. The study was guided by the Human Capital and
Workforce Differentiation theories. The study adopted a descriptive research design with
stratified random sampling get a sample size of 380 respondents from a target population
of 7,500 comprising of Academic, non-Academic, technical/operational, part time/contract
staff. Core data was gathered through a structured self-administered questionnaires while
supporting and consequential data was assembled by way of a literature review of
applicable sources. The quantitative data was be scrutinized and evaluated by means of
descriptive statistic techniques, using Statistical Package for Social Sciences (SPSS V.21)
Descriptive statistics included means, and standard deviation. A correlation matrix for all
key variables was computed Further a correlation analysis for illustration of the
relationship amongst variables. From the findings the study found that talent management
influenced strategic positioning and therefore key to overall strategy. Public universities
need to acquaint themselves with talent management, especially in communication and
successful implementation in acquisition, retention, development, and talent succession.
Talent management concerns should be a vital agenda item in institutional engagements to
ensure employees appreciate organizational goals and objectives. The current study was
limited to public universities in Kenya. It may be worthwhile to carry out a comparable
study across varied sectors such as banking, health, hospitality among others so as to
gauge whether the same results would be replicated.
Publisher
University of Nairobi
Rights
Attribution-NonCommercial-NoDerivs 3.0 United StatesUsage Rights
http://creativecommons.org/licenses/by-nc-nd/3.0/us/Collections
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