Talent Management Practices in Selected Federal Civil Service Institutions in Addis Ababa: The Case of Ministry of Finance and Economic Development and Ministry of Education
| dc.contributor.advisor | Kenenisa Dabi | |
| dc.contributor.author | Nebiat Gizaw | |
| dc.date.accessioned | 2026-11-02T08:00:18Z | |
| dc.date.available | 2026-11-02T08:00:18Z | |
| dc.date.issued | 2012-06-01 | |
| dc.description.abstract | The purpose of this study was to identify gaps and challenges in talent management practices of MoFED & MoE and forward possible suggestions on the basis of talent management literature concept. In this regard, the study employed mixed research approach with a concurrent triangulation strategy or model and a descriptive research survey design. The basic questions the research set out to examine were: the practices of talent management; the alignment of talent management practices to the overall business strategy and policies; the policies and systems that were in place to implement talent management; and the key challenges faced by the ministries in their approach to talent management. The study employed both primay & secondary sources of data. The total sample size was 232 of whom 129 were from MoFED and 103 were from MoE. The sampling techniques used were Stratified simple random sampling and purposive techniques were employed for the quantitative and qualitative data respectively. The major data collecting instrument was questionnaire along with interview and document analysis used to triangulate the survey data from the questionnaire. In addition, different statistical data analysis methods such as mean, percentage, and one way ANOVA were used for analysis and interpretation of data. In the study, it was found out that the leadership and management of these two ministry offices lack a wide & clear knowledge and understanding of talent management concept. The existing positions lacked further differentiation and organization in to pivotal job groups so that it could be given the appropriate focus and attention. In addition, there were no proactive separate developments of talent pool of high potential and high performing employees. It was found out that the existing human resource architecture were not adequately differentiated to purposefully attract, recruit, develop, deploy and retain strategically high performing and high potential employees. Overall, it was concluded that the ministry offices were not practicing talent management practices in accordance to the concept's central theme. It was then suggested for the ministry offices' leadership and management to establish talent focus through organizational talent management definitions, values, principles and business context by developing a talent management strategy. It was also the recommendation of the researcher that the ministry offices identify and organize key strategic positions and group them together, establish pivotal talent pool and attract and select employees who are high performing and high potential for these positions. Finally, it was suggested that the ministry offices develop the appropriate differentiated HR architectures that are policies, procedures, systems etc that would allow them to manage the these employees in accordance with their strategic contribution | |
| dc.identifier.uri | https://etd.aau.edu.et/handle/123456789/9245 | |
| dc.language.iso | en | |
| dc.publisher | Addis Ababa University | |
| dc.subject | challenges in talent management practices of MoFED & MoE and forward possible suggestions on the basis of talent management literature concept. | |
| dc.title | Talent Management Practices in Selected Federal Civil Service Institutions in Addis Ababa: The Case of Ministry of Finance and Economic Development and Ministry of Education | |
| dc.type | Thesis |