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Nurturing talented workforce is becoming of increasing importance to both public and private sector organizations, as it is easier for an organization with a talented and well-managed workforce to achieve its short and long term aims and objectives than an organization without it. The thrust of this study is to examine the effects of talent management on performance in the public sector, using the resource-based theory (RBT) that clearly states how a valuable, non-substitutable, rare and difficult to imitate employee adds to the competitive advantage of an organization. This kind of employee helps position the organization for short and long-term successes. The survey design was used and data were analyzed using both descriptive and inferential statistics. The stated hypotheses were tested using Pearson Moment Correlation Coefficient. Findings revealed that adequate talent management strategy is needed to enhance performance in public sector organizations as it will help in the maintenance of core competencies, employees’ retention, commitment, increase productivity, as well as lower recruitment costs. The study concludes that no matter the quality and quantity of resources spent on skills sharpening, career support, innovation, training, etc. if adequate strategies are not developed to manage talents within an organization, more resources will be spent on talent acquisition regularly without corresponding results. The study recommends that the process of having a talented workforce should begin from the acquisition (hiring) stage and should flow through the compensation and retention stages. Thus, public organizations should, at all times, identify areas that talent replacements are needed at present, as well as develop the skills and competencies of the employees to take up leadership roles in the future or when the need arises. With this, the organization will have suitable hands to fill in top managerial positions when a senior staff retires, dies, or whenever the need arises.

This paper examined the structural challenges and local government development in Nigeria. Local governments system in Nigeria, has taken different forms from one period to the other. There were series of reforms in the Nigerian local government system aimed at addressing the structural deficiency inherent in the third tier of government in Nigerian federation. Suffice it to say that, the development of local government in Nigeria is almost becoming an illusion as local governments faced with multifarious structural challenges which serve as impediments to its development. The study that relied on secondary data sources through a comprehensive review of relevant literature on the subject of discussion. The paper identified constitutional crises, undue political interference amongst others as major constraints to local government development in Nigeria. The paper submits that there is need to restructure the present local government system in Nigeria by going back to multi-tier local government in the 1950’s. Areas of contribution to its development were also identified and conclude that the Constitution of the Federal Republic of Nigeria should be amended to enable State Governments and the various State Houses of Assembly loosen their firm grip on the local governments in order to allow the local government authorities take initiative that will enhance its growth and development.