Talent management practices in a selected South African higher education institution
-
DOIhttp://dx.doi.org/10.21511/ppm.20(1).2022.42
-
Article InfoVolume 20 2022, Issue #1, pp. 532-542
- Cited by
- 819 Views
-
524 Downloads
This work is licensed under a
Creative Commons Attribution 4.0 International License
Organizations utilize talent management as one integrated method to attract and retain staff, resulting in long-term competitive advantage. However, it has emerged that higher education institutions (HEIs) in South Africa (SA) are experiencing talent management challenges. The study aimed to establish talent management practices that are poorly managed in a selected SA HEI and further recommend ways to improve talent management practices leading to sustainable competitive advantage. The study was carried out using mixed methods within the interpretive and positivist research paradigms. This study interviewed 7 non-academic staff using purposive sampling; questionnaires were randomly distributed to 153 academic staff working at one selected HEI. Results of the study indicate shortcomings in workforce planning, succession planning, and performance management. It became clear that these three talent management functions were poorly managed by the HEI. This study further recommended ways to improve talent management practices that should significantly lead to the sustainable competitive advantage of the institution.
- Keywords
-
JEL Classification (Paper profile tab)O15, I23
-
References53
-
Tables2
-
Figures0
-
- Table 1. Demographic information of quantitative data
- Table 2. Standard deviations and means for WP, CR, SP, RS, PM, TD, and TR
-
- Aguinis, H. (2013). Performance management (2nd ed.). Upper Saddle River, New Jersey: Pearson Prentice Hall.
- Armstrong, M. (2000). Performance Management: Key Strategies and Practical Guidances. London: Kogan Page Limited.
- Armstrong, M. (2009). Armstrong’s handbook of Human Resource Management Practice. London: Kogan Page Limited.
- Ashton, C., & Morton, L. (2005). Managing talent for competitive advantage: Taking a systemic approach to talent management. Strategic HR Review, 4(5), 28-31.
- Beechler, S., & Woodward, I. C. (2009). The global ’war for talent’. Journal of International Management, 15(3), 273-285.
- Bryman, A., & Bell, E. (2011). Research methodology: Business and management contexts. Cape Town: Oxford University Press.
- Brynard, P. A., & Hanekom, S. X. (2006). Introduction to research in management – related fields. Pretoria: Van Schaik Publishers.
- Bussin, M. (2014). Remuneration and talent management: Strategic compensation approaches for attracting, retaining and engaging talent. Randburg: Knowres Publishing.
- Buthelezi, N.C. (2010). Developing a talent management framework for a South African sectoral education and training authority. University of Stellenbosch.
- Cappelli, P. (2008). Talent on demand: Managing talent in an age of uncertainty. Boston, MA: Harvard Business School Press.
- Cheese, P., Thomas, R. J., & Craig, E. (2007). The talent powered organization. Strategies for globalization, talent management and high performance. London: Kogan Page Limited.
- De Vos, A. S., Strydom, H., Fouche, C. B., & Delport, C. S. L. (2011). Research at grass roots for the social sciences and human service professionals (4th ed.). Pretoria, South Africa: Van Schaik Publishers.
- Department of Higher Education and Training. (2018). The new generation of academics programme (nGAP).
- Department of labour. (2016). Industrial Action Report.
- Du Plessis, A. J. (2015). Human resource management and employment relations in SA: Contemporary theory and practice. Cape Town: Juta.
- Erasmus, B. J., & Swanepoel, B. J (2014). South African Human Resource Management: Theory & Practice (5th ed.). Cape Town: Juta.
- Galagan, P. (2008). Talent management: what is it, who owns it, and why should you care? Training & Development, 62(5), 40-44.
- Griffith, M. B. (2012). Effective succession planning in nursing: a review of the literature. Journal of Nursing Management, 20(7), 900-911.
- Grobler, P. A., Warnich, S., Carell, M. R., Elbert, N. F., & Hatfield, R. D. (2006). Human resource management in South Africa (3rd ed.). London: Thomson Learning.
- Heneman, H. G., & Judge, T. A. (2009). Staffing organizations (6th ed.). Boston: McGraw-Hill.
- Higher Education South Africa (HESA). (2014). Remuneration of academic staff at South African universities: A summary report of the HESA statistical study of academic remuneration. Pretoria: Council On Higher Education.
- Hills, A. (2009). Succession planning – or smart talent management? Industrial and Commercial Training, 41(1), 3-8.
- Hor, F. C., Huang, L. C., Shih, H. S., Lee, Y. H., & Lee, E. S. (2010). Establishing talent management for company’s succession planning through analytic network process: Application to an MNC semiconductor company in Taiwan. Computers & Mathematics with Applications, 60(3), 528-540.
- Hudson, P. B. (2012). How can schools support beginning teachers? A call for timely induction and mentoring for effective teaching. Australian Journal of Teacher Education, 37(7), 71-84.
- Hughes, J. C., & Rog, E. (2008). Talent management: A strategy for improving employee recruitment, retention and engagement within hospitality organisations. International Journal of Contemporary Hospitality Management, 20(7), 743-757.
- Hunter, C. (2012). Managing People in South Africa: Human Resource Management as Competitive Advantage (2nd ed.). Durban: Sherwood Books.
- Jackson, S. E., & Schuler, R. S. (2004). Managing human resources: a partnership perspective. Cincinnati: South-Western College.
- Jiang, Z., Xiao, Q., Qi, H., & Xiao, L. (2009). Total reward strategy: A human resources management strategy going with the trend of the times. International Journal of Business and Management, 4(11), 177-183.
- Khalid, F. (2019). The choreography of talent development in higher education. Higher Education, 9(1).
- Kleynhans, R., Markham, L., Meyer, W., Van Aswegen, S., & Pilbeam, E. (2006). Human Resource Management: Fresh perspectives. Pearson Education: Cape Town.
- Kochanski, J. T. (2004). How business operating models drive talent development. World at Work Journal, 13(3), 26-33.
- Kontoghiorges, C., & Frangou, K. (2009). The association between talent retention, antecedent factors and consequent organizational performance. SAM Advanced Management Journal, 74(1), 29-36, 58, 2.
- Louw, G. J. (2013). Exploring recruitment and selection trends in the Eastern Cape. SA Journal of Human Resource Management, 11(1), 10.
- Louw-Potgieter, J. (2012). Evaluating human resource interventions. SA Journal of Human Resource Management, 10(3), 1-6.
- Maimela, E. M., & Samuel, M. O. (2016). Perception of performance management system by academic staff in an open distance learning higher education environment. SA Journal of Human Resource Management, 14(1), 1-11.
- Makhuzeni, B., & Barkhuizen, E. N. (2015). The effect of a total rewards strategy on school teachers’ retention. SA Journal of Human Resource Management, 13(1), 10.
- Meyer, M., & Kirsten, M. (2005). Introduction to human resource management. Cape Town: New Africa Education.
- Minchington, B. (2006). Your Employer Brand – attract, engage, retain. Australia: Collective Learning.
- Miryala, R. K., & Chiluka, N. (2012). Work-life balance amongst teachers. The IUP Journal of Organizational Behavior, 11(1), 37-50.
- Mondy, R. W. (2008). Human Resource Management. Upper Saddle River, NJ: Pearson Prentice-Hall.
- Musakuro, R. N., & de Klerk, F. (2021). Academic talent: Perceived challenges to talent management in the South African higher education sector. SA Journal of Human Resource Management, 19, 1-13.
- Nkomentaba, M. A. (2014). Talent retention in a further education and training (FET) college in Cape Town: a case study. Cape Peninsula University of Technology.
- Paile, N. J. (2012). Staff perceptions of the implementation of a performance management and development systems: Father Smangaliso Mkhatswa case study. University of South Africa.
- Pienaar, C., & Bester, C. L. (2008). The retention of academics in the early career phase: Empirical research. SA Journal of Human Resource Management, 6(2), 32-41.
- Robyn, A., & Du Preez, R. (2013). Intention to quit amongst Generation Y academics in higher education. SA Journal of Industrial Psychology, 39(1), 1-14.
- Schlechter, A., Hung, A., & Bussin, M. (2014). Understanding talent attraction: The influence of financial rewards elements on perceived job attractiveness. SA Journal of Human Resource Management, 12(1), 1-13.
- Schreuder, D., & Coetzee, M. (2011). Careers an organisational perspective. Cape Town: Juta.
- Silzer, R., & Dowell, B. E. (2010). Strategy-Driven talent management: A leadership imperative. San Francisco: Jossey Bass.
- Theron, M., Barkhuizen, N., & Du Plessis, Y. (2014). Managing the academic talent void: Investigating factors in academic turnover and retention in South Africa. SA Journal of Industrial Psychology, 40(1), 1-14.
- Van Zyl, E. S., Mathafena, R. B., & Ras, J. (2017). The development of a talent management framework for the private sector. SA Journal of Human Resource Management, 15(1), 1-19.
- Warnich, S., Carrrell, M., Elbert, N. F., & Hatfield, R. D. (2015). Human Resource Management in South Africa (5th ed.). London: Cengage Learning.
- Wild, J. J., Wild, K. L., Han, J. C. Y., & Rammal, H. G. (2009). International Business: The challenges of globalisation (5th ed.). Australia: Pearson Education.
- Zhang, S., & Bright, D. (2012). Talent definition and talent management recognition in Chinese private-owned enterprises. Journal of Chinese Entrepreneurship, 4(2), 143-163.