EVALUATION OF TALENT MANAGEMENT ON EMPLOYEE PERFORMANCE IN BEVERAGE INDUSTRY: CASE OF DELMONTE KENYA LIMITED
Abstract
Talent management practice within organization is an international human resource strategy that seeks to identify, develop, deploy and retain talented and high potential employees. Although talent management practice may be applied in Kenyan companies, they can only contribute optimally to business performance if both top management and employees are aligned to its objectives and implementation in the organization. The main objective of the study was to evaluate the impact of talent management on employee performance. The specific objectives of the study were to determine the effect of talent retention on employees’ performance in beverage industry and to assess how talent attraction impacts on the employees’ performance. The study adopted a descriptive research design in which the target population was all the 2,500 employees of Del Monte Kenya. The study used stratified sampling method to select 83 employees according to their job cadres. Data was collected using questionnaires and structured interviews. Descriptive statistics such as the standard deviation, percentages and frequency distribution were used. The study also used inferential statistics mainly the regression analysis to test relationship between the dependent and the independent variables. The finding was presented using tables. The study established that the job retention motivated the employees of Del Monte leading to ultimate performance. The study further established that attraction through attractive packages enhanced the performance of employees of Del Monte. There was clear demonstration that talent management directly influenced employee performance. The study recommended that the management should ensure the work environment was attractive to the employees so as to motivate them, management needs to maintain competitive packages for the employees to retain its most valuable talents for enhanced employee performance, and progression plan in the organization should also be enhanced to improve the morale of employees thus leading to better performance.
Key Words: Talent Management, Employee Performance, Delmonte Kenya Limited
Full Text:
PDFReferences
Ana H. (2009). War of talent, Faculty of Social sciences and Behavioral sciences. Tilburg University Press.
Armstrong, M. 2006. A Handbook of Human Resource Management Practices, 10th edition. London: Kogan Page.
Aston, C. and Morton, L. (2005) “Managing Talent for competitive advantage”, Strategic HR Review, 4: 5, 28-31.
Ballesteros R. S. (2010). Talents: the Key for Successful Organizations.
Bano, S., Khan, A., Rehman, H. U., &Humayoun, A. A. (2010), Schematizing Talent Management, A core Business issue. Far East Journal of Psychology and Business , 2(1), 2010.
Bhatnagar, J., (2007). Managing capabilities for talent engagement and pipeline development, Industrial and Commercial Training, 40(1): 19-28.
Blass, E. (2009). Talent management: cases and commentary. Houndsmills: Palgrave MacMillan.
Boekaerts, M. (2007). What Have We Learned About the Link Between Motivation and Learning/Performance, 21 (3-4): 263– 269.
Brewster, C, Carey, L., Grobler, P., Holland, P. and Wärnich, S. (2008). Contemporary issues in human resource management: Gaining a competitive advantage. Oxford University Press: Oxford.
Brewster, C. Sparrow, P., & Vernon, G. (2007). International human resource management. London, UK: Chartered Institute of Personnel and Development.
Bryan, L. L. (2004), Making a Market in Knowledge, The Mckinsey Quarterly, No. 3, pp 100-1.
Byham, W., C., Smith, A., B., and Paese, M., J., (2002). Grow your own leaders: How to identify, develop and retain leadership talent. Pearson Education: New York.
Cappelli, P. (2008). „Talent management for the 21st century‟, Harvard Business Review, 86 (3): 74-81.
Cascio, W. F. (2006). Managing human resources: Productivity, quality of work life, profits (7th ed.). Burr Ridge, IL: Irwin/McGraw-Hill.
Chambers, E.G., Foulon, M., Handfield-Jones, H., Hankin, S.M. & Michaels, E.G. (2003). The war for talent. The McKinsey Quarterly, 3, 44-57.
Cunningham, I. (2007). Talent Management: making it real. Development and Learning in Organizations. 21(2), 4-6.
David, P., Hall, B. & A. Toole (2000). Is Public R&D a Complement or a Substitute for Private R&D? A Review of the Econometric Evidence, Research Policy, 29, 497-520.
Gardner, T.M. (2002). ‘In the trenches at the talent wars: competitive interaction for scarce human resources’, Human Resources Management, Wiley periodicals 41, 225–237.
Ghassem, A., Azadeh, A., &Asl, I. M. (2011). Relationship between the talent management and the election process of managers of public and private hospitals. Middle-East Journal of scientific research, 9 (6), 769-772.
Gomez-Mejia, L. R., Balkin, D. B. & Robert, L. C. (2004). Managing human resources:, 4th edition, Prentice Hall, USA.
Hackman, J. Richard; Oldham, Greg R. (August 1976). "Motivation Through the Design of Work: Test of a Theory". Organizational Behavior and Human Performance16 (2): pp. 250–279.
Heinen S. J and O’neill, C (2004) managing Talent to maximize performance. Published online in wileyinterscience .www.interscience willey .com. (Retrived on 15th April, 2014).
Heneman, H.G. & Judge, T.A. (2006). Staffing Organizations, 5th edition. McGraw Hill Irwin. Parus,
Hernandez, M.A.M., &Hebl, M.R. (2007). Racial differences in employee retention: Are diversity climate perceptions the key? Personnel Psychology, 60, 35-62.
Hilton, D. M. (2000). Hiring and retaining top talent. Credit Union Executive Journal, 40(5), 12−16.
Ingham, J. (2006), “Closing the talent management gap.” Strategic HR Review, Mar/Apr, vol. 5 no.3, pp. 20-23.
Jackson, S. E., & Schuler, R. S. (2000) “Understanding human resource management in the context of organizations and their environment”, Annual Review of Psychology, 46, 237−264.
Kerlinger, F. (1986). Foundations of behavioral research (3rd ed.). New York: Holt, Rinehart & Winston.
Kesler, G. C. (2002). 'Why the leadership bench never gets deeper: Challenges for industrial/organizational psychologists‟, American Psychologist, 45 (2): 223-249.
Klein, J. & Miles, S. A. (2003), Optimizing Today‘s Talent Management Strategies, Business Week Magazine, 22 September, 2003
DOI: http://dx.doi.org/10.61426/sjbcm.v4i3.489
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 3.0 License.
PAST ISSUES:
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.