TALENT MANAGEMENT STRATEGIES AND EMPLOYEE PERFORMANCE IN WILDLIFE WORKS SANCTUARY LIMITED IN KENYA

Abstract

Talent management strategies are a key differentiator for organizational success. These strategies ensure that employees maximize their talents for optimal performances. Today's greatest challenge faced by companies in the wake of globalization, developing technology and workforce diversity is competition for talented employees which has increased considerably. These emerging trends have led organizations to focus on effective talent management strategies to attract, retain, and develop top talent to enhance employee performance. An organization needs talent management strategies to attract and retain the greatest personnel since performing companies are driven by happy, engaged, and motivated employees. Wildlife Works operations depend on their employee’ ability to effectively implement projects within the required time frame, however, the company has in the last three years been experiencing challenges in its employee performance based on employee turnover rate. Determining the impact of talent management strategies on employee performance in the workplace and how talent management strategies may result in greater employee performance in wildlife works sanctuary limited in Kenya was the major objectives of this study. The study specifically aimed to find out how talent attraction, and talent retention affect on employee performance. Sixty-four (64) employees made up the entire sample, which represented the target population of 322 employees. The researcher created a sample frame using a descriptive survey design and stratified random sampling techniques. The study employed primary data and closed-ended and open-ended questionnaires were used to gather data. The data were analyzed using descriptive and inferential statistics, and the results were presented as percentages using tables, graphs, and charts. To ascertain the impact of independent factors on the dependent variable, Pearson correlation and regression analysis were performed. Various variables and descriptive statistics, including frequencies, modes, means, percentiles, variances, and standard deviations, were used to code the data to make it easier to read. Tables, figures, and charts were used for analysis and interpretation of data. The Pearson correlation computation between all independent variables and dependent variables were significant at, talent attraction 0.158, and talent retention 0.096. These findings suggest that there is a need for Wildlife Works to adopt and consistently implement appropriate talent strategies in order to deliver on their mandate. The study has produced evidence that talent management strategies are closely associated with low level of employee turnover rate which in turn, is associated with employee performance. This research was concerned with conservancy industry; therefore, it would be beneficial for future research to consider research in other sectors.