Developing an integrated talent management strategy for Sefako Makgatho Health Sciences University, Pretoria.
| dc.contributor.advisor | Green, Paul Edmund. | |
| dc.contributor.advisor | Proches, Cecile Naomi Gerwel. | |
| dc.contributor.author | Mukwawaya, Owen Zivanai. | |
| dc.date.accessioned | 2023-01-10T08:24:35Z | |
| dc.date.available | 2023-01-10T08:24:35Z | |
| dc.date.created | 2019 | |
| dc.date.issued | 2019 | |
| dc.description | Doctoral Degree. University of KwaZulu-Natal, Durban. | en_US |
| dc.description.abstract | Since its inception, Sefako Makgatho Health Sciences University (SMU) located North West of Pretoria has grown without proper policies and strategies to ensure its competitiveness and sustainability in the long haul with regards to its human resources. As such, a need was established to develop an integrated talent management strategy to ensure the university’s survival. The study sought to determine the perceptions of the staff regarding the current application of talent management practices and the importance thereof. In order to achieve the aforementioned goal, a mixed research methodology was employed. A purposive sample of N=402 was drawn from the academic, support and administrative staff of the university to participate in the study. The Human Capital questionnaire was used to collect quantitative data whilst a semi-structured interview session was used to collect qualitative data. Quantitative data were analysed using the Statistical Package for Social Sciences (SPSS) version 25 whilst qualitative data were analysed using the NVIVO software version 11 through the principles of content analysis. Descriptive statistics were used to present demographic details of participants as well as the perceptions of the staff regarding the application and the importance of talent management practices at SMU. The T-test, Gap Analysis, Multivariate Analysis of Variance (MANOVA) as well as the Principal Component Analysis (PCA) and Factor Analysis were used to determine the perceptions of staff regarding the importance of talent management practices. The reliability of the Human Capital Index was determined by the Cronbach Alpha coefficient which proves that the questionnaire was highly reliable. Results indicated that talent management practices at SMU are poorly applied; therefore, the management of the university needs to urgently address this in order to attract and retain talented staff. This study made an original contribution to the development of a robust integrated talent management strategy (for practice and research) that can be used at universities in South Africa to attract and retain the top calibre of staff. This study became apposite given a dearth in the literature about talent management practices that ensure that top talent is enticed and retained within the university context. The study contributed to the body of knowledge regarding talent management practices in Higher Education in South Africa and beyond. | en_US |
| dc.identifier.uri | https://researchspace.ukzn.ac.za/handle/10413/21225 | |
| dc.language.iso | en | en_US |
| dc.subject.other | Talent development. | en_US |
| dc.subject.other | Talent attraction. | en_US |
| dc.subject.other | Talent retention. | en_US |
| dc.subject.other | Performance management. | en_US |
| dc.title | Developing an integrated talent management strategy for Sefako Makgatho Health Sciences University, Pretoria. | en_US |
| dc.type | Thesis | en_US |