Talent retention in a changing workplace: An investigation of variables considered important to South African talent

Abstract

In a workplace characterised by market-driven turnover, organisations attempting to retain those employees considered core to their purpose and continued success (referred to as ‘talent’) face a huge challenge in determining the factors instrumental in minimising turnover amongst this group. This research aimed to identify the variables important to this group of valued employees, with a specific focus on the South African context. In addition, it was aimed to discover the relative importance of intrinsic and extrinsic variables to South African talent, particularly when these are considered as factors in their decisions to leave the organisation. It was found that South African talent placed great importance on intrinsic variables, although market opportunities were also considered highly significant in employees’ decisions to leave. The variable of ‘Concern with employment equity and affirmative action’ was revealed as a specifically South African variable, but it was not ranked as one of the participants’ top five most important variables influencing retention.

The Relationship between Skills Training and Retention of Graduate Interns in a South Africa Information, Communication and Technology Company

“…In conclusion, clearly then talent retention, specifically amongst graduates, is a serious concern in South Africa and should become an aspect of contemporary debate in many companies [16]. The new power-base in the labour market is a group of employees referred to variously as 'knowledge workers' [17].…”

The Mediating Role of Organizational Citizenship Behavior: A Study of Workplace Spirituality and Employee Retention in Indian Industries

“…The study supports the findings of Hytter () that identification, attachment, and commitment have a significant influence on employee retention. A positive perception of the job and the employer instills the hope for continued commitment and hence stimulates employees to want to be retained (Birt et al., ). Earlier studies have confirmed that admiration, encouragement, care, and opportunity for career enhancement enhance employee retention (Taylor, ; Butcher & Kritsonis, ) whereas a healthy professional and work–life balance provides employee health and well‐being for long‐term association with the emplyees’ respective organizations (Walker, ; Hytter, ).…”

Level of Work Readiness Skills, Career Self-Efficacy and Career Exploration of Engineering Students

“…These twenty one items' list of skills is mentioned in Table 1. Interestingly, most of the skills are frequently used like reading, writing, arithmetic and mathematics, speaking and listening, thinking, personal qualities, interpersonal, teamwork, time management, grooming, health and safety, ethics and lifelong learning, as identified by Johnson and DeRosear [38] and Taylor and Govender [37] in comparison with the studies of [36,[39][40][41]. It shows that Commonwealth work readiness skills is very comprehensive as well as these skills are very important for the 21 st century graduates.…”