Abstract
Orientation: Talent management is one of the most important and key strategic issues facing managers in the South African (SA) higher education sector.Research purpose: The study aimed to establish talent management challenges at one selected SA public higher education institution (HEI) which offers contact tuition in the Western Cape.Motivation for the study: Emerging trends show talent management has since presented unique sets of challenges in the SA higher education sector. SA needs to attract and retain academic talent to reach target levels of education and skills development and also ensure tertiary institutions accomplish their visions and missions.Research approach/design and method: We conducted the study using the interpretivist research paradigm. Semi-structured interviews were applied to a purposive sample of 7 human resource (HR) professionals from one selected HEI in the Western Cape. Content analysis was used for data analysis.Main findings: We established that workforce planning, compensation and rewards, training and development, succession planning, recruitment, selection, and performance management were negatively affecting the talent management practices of the selected HEI.Practical/managerial implications: HR professionals can use the study findings as a basis for understanding talent management challenges in a selected HEI and what causes these challenges.Contribution/value-add: The study establishes an insight into the talent management challenges of a selected HEI and provides reasons for what causes them. It also made several recommendations to the institution in order to solve the talent management challenges.
Highlights
Talent management is one of the most important and key strategic issues that managers face in the modern-day business environment (Silzer & Dowel, 2010)
Sub-theme 1: Workforce planning Drawing from the participants’ responses, three participants pointed out that workforce planning is performed by the Institutional Planning Office using fulltime equivalent (FTE)
They, in turn, advise Business Partners for each faculty and the entire Human Capital department on the execution of those plans. This finding differs from the discussion in the literature review where it was noted that the responsibility of workforce planning rests with HR practitioners who play a lead role in the whole process http://www.sajhrm.co.za they work with line managers (Warnich, Carrrell, Elbert, & Hatfield, 2015)
Summary
Talent management is one of the most important and key strategic issues that managers face in the modern-day business environment (Silzer & Dowel, 2010). Increased demand and retention concerns have since presented a unique set of challenges into the whole talent management system for management of HEIs. Increased demand and retention concerns have since presented a unique set of challenges into the whole talent management system for management of HEIs It appears that the so-called ‘war for talent’ is hugely affecting the higher education sector as predicted by previous scholars (Chambers, Foulon, Handfield-Jones, Hanklin, & Michaels, 1998). Under such circumstances, academic talent will need to be managed more effectively and efficiently in HEIs. Effective and efficient talent management enables academic staff to improve productivity and could help to increase job satisfaction. It aimed at making recommendations to the selected HEI management to improve its talent management practices
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