Effect of Talent Management Practices on Employee Performance In Case Of Commercial Bank of Ethiopia
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Date
2018-06-10
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Addis Ababa University
Abstract
Today the concept of talent management has attracted most business companies around the
world; because human capital is critical element of competitive advantage. Talent management
is a science uses to improve business value, employee performance, attract, retain, deploy,
develop talent and help organizations to achieve their purposes. The purpose of this study was to
examine effect of talent management practices on employee performance in commercial bank of
Ethiopia. In this study an explanatory research design and quantitative research method were
used to meet specific objective of study and to answer research questions. The target populations
of this study were employees of commercial bank of Ethiopia, Addis Ababa area, specifically
whose work in ICT center; to meet the objective of study, based on census method, 88
respondents were employed for this study. However after data were collected, through
questionnaire, out of 88 respondents workable data were obtained from 80 respondents.
Accordingly, those 80 valid responses obtained from respondents were used for data analysis
with Statistical Package for Social Science (SPSS) Version 20.0 for both descriptive and
inferential analysis. The finding of descriptive analysis portray that, the mean score for overall
talent management practice is slightly below the average. From the four components of talent
management practices, talent attraction and talent retention are the only items that fall slightly
above the averages, whereas, the remaining facets fall slightly below the average. Talent
deployment is the least rated component of talent management, which is followed by talent
development. The correlation analysis result showed that there is a significant positive strong
relationship exists between talent management practices and employee performance. Further,
the regression analysis evidenced that talent management practice is predictor of employee
performance. The study suggested that an emphasis should be given by institute on all
components talent management practices (talent attraction, talent deployment, talent
development and talent retention) to enhance employee performance. Finally, based on the
research findings, conclusion, appropriate recommendations, limitations, and suggestion for
future research directions were presents in the study
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Keywords
Talent, Talent Management, Talent Attraction