Effect of talent management practices on employee performance among Mobile Telecommunication Firms in Kenya

Abstract

The fact that we have modern competitive labor market, the main aim for most organization is the quest to attain performance levels that are high through utilizing human capital. Consequently, the management of talent is quickly becoming of high priority for many institutions around the globe. It is imperative for any organization in any part of the world to have a strong as well as positive employer brand if it intends to attract and retain the best talent. By possessing outstanding competencies and abilities, talented individuals are able to propel companies forward. Therefore, the main aim of this project was to analyze as to how practices of talent management affect telecommunication firms ‘employee performance. This research adopted the theory of talent management and competence-based view theory. Descriptive survey research design was adopted. Population was 24 telecommunication firms in Kenya. The target respondents were senior human resource personnel or their representatives. The data was obtained using questionnaires which were made reach by means of drop and pick later method and mail. The data analysis was done through descriptive statistics comprising of standard deviation, inferential statistics and means which entailed correlation and regression analysis. This study revealed a significant positive relationship between human resource workforce or planning, recruitment and selection, learning development cycle, rewards policy and employee performance in telecommunication firms in Kenya. The model on Regression analysis established that changes of 45.1% in employee performance among the firms were collectively attributed to the use of the talent management practices. This study made a conclusion that talent management practices are important tools for firms to apply in their endeavor in order to enhance their employee performance levels. Based on findings, human planning had a greater impact on employee performances, with learning and development practices following while rewards management and recruitment and selection had the least effect on telecommunication firms’ employee performance in Kenya. Hence, it is of importance that managers and partners of the firms that are due to practice talent management practices to do so to enhance employee performance in today’s competitive business environment. Advisable too that telecommunication industry’ management need to discover good strategies to direct in managerial of talent.