Exploring the determinants of an organisational talent culture for a Botswanan local government institution

Masale, Refilwe; Barkhuizen, Emmerentia Nicolene; Schutte, Nico

doi:10.4102/ac.v21i1.892

Cited by 4 publications

(14 citation statements)

References 60 publications

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“…Outline of the findings When the human resources personnel were asked about their perception of talent management, they agreed that a positive mindset towards talent management is critical for the success of an enterprise. Contrary to this, Masale et al (2021) discovered in their study of local government institutions that middle management does not have a good perception of how talent management practices are being applied. The previous authors stated that employees leave because of lack of commitment of executives towards talent management.…”

Section: Discussionmentioning

confidence: 92%

“…The Windhoek report implies that 40% of the city's population is unemployed, because of a lack of skills and aggravated by the lack of higher institutions emanating from the colonial era. To provide quality services to the community requires committed and talented people (Masale, Barkhuizen, & Schutte, 2021). The findings of this research can, thus, be useful to the municipality of Windhoek.…”

Section: Research Questionsmentioning

confidence: 82%

“…Companies can take advantage of this basic truth by ensuring that people see clear connections between what they do on the job and the rewards they receive from the company. This requires establishing, communicating and following processes that directly link employee performance to pay, job opportunities, promotions and other employment decisions (Masale et al, 2021).…”

Section: Talent Management Retention Strategiesmentioning

confidence: 99%

“…Maintaining accountability also increases employee commitment towards the company by creating an organisational culture that is perceived to be fairer and more equitable (Masale et al, 2021). Top management at the City of Windhoek Council should ensure that the retention strategies adopt the commitment-based approach.…”

Section: Talent Management Retention Strategiesmentioning

confidence: 99%

“…Both retention and transference of critical skills are important in enhancing quality service delivery for the public sector (Masale et al, 2021). The results of Mahlahla's (2018) study showed that employees were willing to leave the Masvingo City council if they got better offers elsewhere.…”

Section: Research Objective Fourmentioning

confidence: 99%

See 4 more Smart Citations

Leadership mindset regarding talent management practices: A case study of the City of Windhoek Council

Shingenge

Saurombe

2022

SA j. hum. resour. manag.

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Orientation: Municipalities are facing significant challenges in attracting talented personnel because of poor talent management practices. Research purpose:The main objective of this research was to determine how effective the leadership mindset is regarding talent management in Windhoek City Council in Namibia.Motivation for the study: Limited research currently exists on the outlook that leaders have in municipalities regarding talent management practices.Research approach, design and method: A qualitative approach was adopted for this study; semi-structured interviews were conducted to gain data. The participants were six top staff members from Human resource division in the City of Windhoek Council in Namibia. In addition, data were analysed through content-thematic analysis. Main findings:The findings of this study showed that effective talent management practices are crucial for an organisation to attract and retain skilled and experienced workers to reach a sustainable competitive advantage. The study revealed specific elements that constitute sound leadership mindset regarding talent management. These were talent management practices, leadership mind-set, recruitment strategy/talent acquisition and talent retention strategy.Practical/managerial implications: If individuals' talents are not harnessed because of poor leadership and a lack of sound mindset and commitment to talent, this will negatively affect talent management in organisations. Thus, the findings of the study challenge the government to formalise the draft talent management policy at municipalities to help municipalities remain competitive through attracting, developing, retaining and rewarding talented employees. Contribution/value-addition:The study provides important insights that could assist the City of Windhoek Council and the government at large to attract talented personnel and become an employer of choice.

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Section: Discussionmentioning

confidence: 92%

Section: Research Questionsmentioning

confidence: 82%

Section: Talent Management Retention Strategiesmentioning

confidence: 99%

Section: Talent Management Retention Strategiesmentioning

confidence: 99%

Section: Research Objective Fourmentioning

confidence: 99%

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Leadership mindset regarding talent management practices: A case study of the City of Windhoek Council

Shingenge

Saurombe

2022

SA j. hum. resour. manag.

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Developing organizational performance through talent management practices: employee satisfaction’s mediating role in learning organizations

Shah,

Bano,

Saraih

et al. 2024

BPMJ

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PurposeTalent management research today is increasing as organizational requirements attempt to meet the challenges of effectively managing talent to achieve organizations’ strategic agendas. However, in learning organizations specifically, investigations of talent management practices are limited, with this study exploring the role of talent management practices in employee satisfaction and organizational performance in Pakistan.Design/methodology/approachThe study was conducted in various universities (public and private) in Pakistan using a quantitative approach. Cross-sectional data are collected through a questionnaire, with analysis and conclusions based on completed questionnaires from 403 respondents.FindingsThe study’s findings from the analysis by structural equation modeling (SEM) emphasize the positive and significant effects of most talent management practices (i.e. talent identification, talent development, talent culture and talent retention) on employee satisfaction and organizational performance (talent attraction is the exception). Employee satisfaction positively and significantly affects organizational performance and is found to have a mediating effect, bridging the relationships of most talent management practices (talent identification, talent development, talent culture and talent retention) with organizational performance.Practical implicationsThe study’s findings support human resource professionals, academics and policymakers in managing talent practices to enhance organizational performance. The findings assist in developing core skills and talent-related competencies to achieve organizational goals and success.Originality/valueThe study fills the research gaps by developing a framework of talent management practices for employee satisfaction and organizational performance in learning organizations, which warrants further consideration.

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Adapting enterprise risk management principles to local government in a developing country

Lungisa,

Nzewi,

Sikhosana

2023

JGR

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This article seeks to analyze the role enterprise risk management (ERM) theory plays in consequence management (CM) in the South African local government context. We advance the argument that CM, which is regarded as the synchronization of initiatives undertaken to respond and lessen the impacts of a security-related occurrence, has not been fully exploited in the local government set-up. The South African local government has been haunted by service rendering challenges due to a lack of leadership ethics among other maladministration practices (Kroukamp & Cloete, 2018). As such, they have faced some challenges in the adoption of effective, efficient, and economic actions that ensure potential risks and attacks are identified before inflicting damage to the welfare of the citizens. The study adopts a qualitative literature analysis to generate its findings. Findings reveal that the core principles of ERM, like assessment of risks and culture, threat strategic planning and objective setting, risk in implementation, risk information, interaction, reporting, and monitoring ERM performance, have the potential to enhance CM in the context of local government. ERM framework can help municipalities to understand their organizational culture and climate, and the successful implementation and management of organizational change since it provides organizations with effective governance measures such as oversight, structure, and culture that are needed to establish the goals of the organization, the means to pursue them and the ability to understand any associated risks.

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Exploring the determinants of an organisational talent culture for a Botswanan local government institution

Cited by 4 publications

References 60 publications

Leadership mindset regarding talent management practices: A case study of the City of Windhoek Council

Leadership mindset regarding talent management practices: A case study of the City of Windhoek Council

Developing organizational performance through talent management practices: employee satisfaction’s mediating role in learning organizations

Adapting enterprise risk management principles to local government in a developing country

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