THE EFFECT OF TALENT MANAGEMENT ON ORGANIZATIONAL PERFORMANCE; THE CASE OF SELECTED PUBLIC SECTORS IN SILTIE ZONE, SNNPS, ETHIOPIA

Abstract

Talent management is rapidly gaining focus in organizations around the world. The aim of this study was to examine the effect of Talent management practice on organizational performance. The nature of this study was Quantitative research approach with explanatory research design. Cross sectional data was collected using A standardized five-point Likert scale questionnaire. The population of this study was employees working in selected public sectors, in Silte Zone, SNNPR, Ethiopia. Out of 357 respondents, workable data were obtained from 273 respondents using proportional, purposive, and Random sampling techniques. The Pearson correlation, Simple and multiple linear regression as well as Independent T-Test and One-Way ANOVA were used. The data was analyzed using statistical package for social science (SPSS) version 23. The Pearson correlation analysis result (P< 0.01 level 2- tailed), clearly shows that there is a positively Strong and moderate level correlation between Six TM practices and organizational performance. Moreover, the regression analysis result shows that All of TM practices Except Performance Management, and Reward and Recognition, have a statistically significant effect on organizational performance. The Independent Sample T- Test, and One-way ANOVA Test result shows that there is no Statistically significant mean difference between the sample population of the study area. Based on the results, the study recommended the need to place more focus and effort on the realization and application of effective talent management practices to overcome the difficulties of implementing talent management and Increase organizational performance. Managers are advised to emphasize on applying the Talent management Strategy so that they can connect Talent management strategy with the organizational strategy.