ABSTRACT
The purpose of the study was to examine the effect of talent management practises on employee job satisfaction. The study adopted a descriptive survey research design. The population of the study was 95 employees of First Bank Nigeria PLC. This study adopted a stratified sampling technique to select a sample size of 76 respondents. A structured closed ended questionnaire was used to collect primary data. Data was analysed both for descriptive statistics (frequencies and percentages) and inferential statistics (correlation analysis). Data was presented using tables and figures.
The findings on the extent to which training and development affects employee performance revealed a statistically significant relationship between training and development of employees and employee performance. Majority of respondents believed that systematic training is essential for enhancing employees’ performance, while at the same time believed that a suitable work environment that enhances employees’ creativity is important for employees’ performance.
This study concludes that training and development is an essential component of organizations’ talent management strategies that enhance employee performance. Training enhances the necessary skills and knowledge required by the employees to perform their duties while development is essential in long term employee competence performance which is also critical to overall employee performance. Succession planning, career development and employee motivation are some of the talent retention strategies that when used by organizations, they do enhance employee performance. Talent mechanisms put in place by organizations do not only enhance employees’ current performance but guarantees employees’ future performance. This study concludes that performance appraisal systems are important to employee performance. How managers within organizations involve employees in the entire process of performance management system including designing of the evaluation tool contributes to the acceptance and use of performance evaluation to enhance employees’ performance.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Talent management involves the competence of recruiting, retaining, and producing the best talented employees existing in an available job market. Talented employees attract benefits to the organization in providing customer satisfaction, quality service, high revenue yield, lower cost, high productivity, cycle time, and market capitalization. Talent management provides the organization with employees with its relevant knowledge, quality skills, high potentials and cognitive abilities. Job satisfactions constitute a vital factor in employee retention as either a talent employee is satisfied with the job or quits the job. Consequently, it is vital for career success. Job satisfaction leads to the increase of employee’s individual’s performance and personal satisfaction. (Sayaadi, 2012).
Talent management, places employees on the right jobs with clear career path thereby leading to employees’ job satisfaction Inspite of the benefit of talent management the greater challenge lies on the preservation of this talented workers in view of the competitive business environment offering new opportunities to employees. It is also pertinent to note that only few organization focuses on talent management and their leadership structure in the process of human resource and organizational management. They invest on new technologies, operating systems and software planning but lack the competence of Talent management even when the ultimate success of the firm lies with talented staff. While modern organizations, knows their improvements depend on the staff investment and trying to guide talent staff to the ultimate success (sueem, 2009) (Taj al-Din and Maali tafti, 2008). The research therefore seeks investigate talent management and employee satisfaction with a case study of selected Banks in lagos.
1.2 STATEMENT OF THE PROBLEM
Talent management involves the competence of recruiting, retaining, and producing the best talented employees existing in an available job market. Talented employees attract benefits to the organization in providing customer satisfaction, quality service, high revenue yield, lower cost, high productivity, cycle time, and market capitalization. Inspite of the benefit of talent management the greater challenge lies on the preservation of this talented workers in view of the competitive business environment offering new opportunities to employees. It is also pertinent to note that only few organization focuses on talent management and their leadership structure in the process of human resource and organizational management. They invest on new technologies, operating systems and software planning but lack the competence of Talent management even when the ultimate success of the firm lies with talented staff. While modern organizations, knows their improvements depends on the staff investment and trying to guide talent staff to the ultimate success (sueem, 2009). (Oliver, 2010). The problem confronting the research is to determine Talent management and employee satisfaction with a case study of selected banks in Lagos. Talent management and employee job satisfaction a study of selected commercial banks in lagos Nigeria
1.3 OBJECTIVES OF THE STUDY
To describe the various talent management practices in selected commercial banks in Lagos.
To determine the roles of talent management on job satisfaction in selected commercial banks.
To estimate the relationship between job satisfaction and employee engagement in commercial banks.
1.4 RESEARCH QUESTIONS
- What are the various talent management practices in selected commercial banks in Lagos?
- what are the roles of talent management on job satisfaction in selected commercial banks?
iii. What is the relationship between job satisfaction and employee engagement?
1.5 SIGNIFICANCE OF THE STUDY
The study is particularly important in view of the gains associated with the application of Talent management system in the organization. The study shall elucidate on the nature and role of talent management in enhancing employee satisfaction.
1.6 RESEARCH HYPOTHESIS
Ho: The impact of Talent management on Employee Satisfaction in selected commercial banks in Lagos is Low
Hi: The impact of Talent management on Employee Satisfaction in selected commercial banks in Lagos is high
1.7 SCOPE OF THE STUDY
The study focuses on the appraisal of Talent management and employee satisfaction. A case study of selected banks in Lagos
1.8 LIMITATIONS OF THE STUDY
The research was confronted by some constraints including logistics and geographical factors.
1.9 DEFINITION OF TERMS
Talent Management
Talent management involves the competence of recruiting, retaining, and producing the best talented employees existing in an available job market. Talented employees attract benefits to the organization in providing customer satisfaction, quality service, high revenue yield, lower cost, high productivity, cycle time, and market capitalization.
Talent marketplace
Talent market place constitute as the employee training and development strategy within an organization.
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