| dc.description.abstract | Talent management is critical because it is the role of a strong human resource
management to manage everyone to high performance and competitive advantage of
the firm. The general objective of this study was to establish the factors perceived to
influence talent management practices in the mobile sector in Kenya. This study
adopted a descriptive cross sectional survey research design. The target population for
this study consisted of all known sector players duly registered by Communications
Authority of Kenya. A census survey was carried out on all the 12 mobile sector
companies in Kenya. Primary data from a questionnaire was exclusively be used in
this research. This study collected was qualitative data. After data collection the data
was edited and coded in readiness for analysis by the researcher. Descriptive statistics
such as mean, standard deviation and percentages were used for analysis. Data was
presented in the form of tables. The findings indicate that aspects such as the
organization is clear in prioritizing and evolving talent management offerings, the
talent management practice adopted by the organization aligns the workforce so that
employees understand how their goals connect to and support overall organizational
goals and the organization actively engages the core components of talent
management performance, compensation, and learning management; succession
planning; and active collaboration with the social networking resources apply to their
organization. The study concludes that talent management is seen as a group of efforts
by the human resources. Others see talent management as a process of seeking and
hiring talent, while some regard talent management as a term for handling skills and
talents in an organization. A successful organization is well reflected by the way their
talents are being managed. Thus, organizations need to spend time and money to plan
how they can best protect them. It is recommended that firms need to strive to
implement and achieve quality talent management practices because this presents
guidelines intended to increase business efficiency and customer satisfaction. It is
recommended that talent management scheme should be used for all categories of
staff within the firm that have special talent, firms should separate between their talent
management scheme and the total human recourses management style of the firm and
talent management practices should be result oriented and not another human
resources management style without result in focus. The government in the
developing nations especially should take the issue of talent management practices
very important in their economics policy from time to time; a pure capitalist economy
must be practiced with caution. | en_US |
