Talent Management Practices in Institutions of Higher Learning: Impact of Recruitment and Culture on Employee Performance in Adamawa State Nigeria

Abstract

This study examines the impact of talent management practices (TMP) in institutions of higher learning (IHL) in Adamawa state Nigeria. Data was obtained through a structured questionnaire administered to seven institutions of higher learning involved in the study. A structured questionnaire was developed using the Linkert scale and was administered to 382 employees of the institutions randomly selected. Partial least square structural equation model (PLS-SEM) was used to analyze the data and test the hypotheses and relationships of the model. PLS model was used because the study involved testing a theoretical framework from a predictive perspective involves many constructs, the objective is to better understand increasing complexity by exploring theoretical extensions on talent management practices, and the study requires latent variables scores for follow-up analysis (Hair et al, 2017). The result shows a positive and significant relationship between talent management practices (recruitment and culture) and employee performance. The implication is that TMP is an effective tool in achieving organizational and employee performance. The study recommends that IHL should widely select employees across all cadres, encourage talent career growth and development as part of the operational culture through public recognition and awards.