TALENT MANAGEMENT AND EMPLOYEE PERFORMANCE IN PRIVATE UNIVERSITIES IN KENYA

Sharon Chepkiyach Tomeyan, Dr. Thomas Mose

Abstract


Private universities play a crucial role in the educational landscape of Kenya, contributing significantly to the country’s higher education system. Employee performance in private universities in Kenya is often hindered by several challenges that affect their performance. The general objective of the study is to establish the influence of talent management on employee performance in private universities in Kenya. Specifically, the study sought to determine the influence of talent compensation on employee performance in private universities in Kenya and to evaluate the influence of talent retention on employee performance in private universities in Kenya. This study was anchored by Human Capital Theory, Equity Theory and Social Exchange Theory. This study used descriptive research design. This study targeted in private universities in Kenya. According to the commission for university education CUE report (2024), there are 30 private universities in Kenya. This study therefore targeted all the 30 private universities. The unit of analysis was the 30 private universities while the unit of observation was 390 respondents comprising of Vice Chancellors, registrars and Deans of Schools. The study’s sample size was reached at using Krejcie and Morgan sample size determination formula (Russell, 2019). The study’s sample size was 194. The 194 respondents were chosen with the help of stratified random sampling technique. This study used structured questionnaires to collect the primary data for the study. Data analysis was done through use of descriptive and inferential statistics. Descriptive statistics such as frequency distribution, mean (measure of dispersion), standard deviation, and percentages will be used. Inferential data analysis was conducted by use of Pearson correlation coefficient, and multiple regression analysis. The study results were presented through use of tables and figures. The study concludes that talent compensation has a positive and significant effect on employee performance in private universities in Kenya. The study also concludes that talent retention has a positive and significant effect on employee performance in private universities in Kenya. Based on the findings the study recommends that the management of private universities in Kenya should implement continuous professional development programs tailored to the evolving needs of faculty and staff. By offering opportunities for advanced training, workshops, and certifications, universities can ensure that their employees are not only up-to-date with the latest trends in academia but also feel supported in their career growth.

 

Key Words: Talent Management, Talent Compensation, Talent Retention, Employee Performance, Private Universities

 


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