- Title
- Employee talent management in the Uganda health sector: a public institutions perspective
- Creator
- Nakato, Jamidah
- Subject
- Employee retention -- Uganda
- Subject
- Leadership -- Uganda Executives -- Training of Executive ability
- Date Issued
- 2019
- Date
- 2019
- Type
- Thesis
- Type
- Doctoral
- Type
- PhD
- Identifier
- http://hdl.handle.net/10948/41751
- Identifier
- vital:36578
- Description
- Globally, talent management has been acknowledged as a prime source of employee attraction and retention as well as organisational performance and commitment. Although the health sector plays an important role in the economic development of any country, in Uganda, the management of talented employees still remains a challenge. In this country, many institutions have not incorporated and adopted suitable talent management strategies, thus compromising access to and quality of care. A hypothetical model and measuring instruments were developed to investigate the factors contributing to and the benefits of effective employee talent management in the Ugandan health sector. The following ten independent variables that have the prospect of influencing effective talent management (intervening variable) were identified on the basis of organisational, management and personal factors: talent pool, organisational support, work conditions, social and work environment, reward system, leadership styles, career development, supervisor support, employee engagement and employee personality. In this study, it was also postulated that talent management has potential to effect the dependent variables, namely, talent attraction, employee retention, organisational performance and organisational commitment. In total, fourteen hypotheses were formulated to test relationships between independent, intervening and dependent variables. The study utilised the quantitative research paradigm in order to seek employee perceptions regarding public institutions within the health sector, in Uganda’s Central region. Using stratified random sampling, a sample of 910 participants was drawn from the identified population. A survey was conducted with the aid of a structured, selfadministered questionnaire that was distributed to the seven categories of hospitals and health centres in Central Uganda; 910 questionnaires were distributed to doctors, consultants, dentists, dispensers, nurses, pharmacists, clinical officers, laboratory staff, occupational therapists, allied health staff, environmental health officers, general administrative cadres, cold chain technicians and support staff. Of these, 655 were useable, which indicates a 71% response rate. The data collected was captured and analysed using various statistical analysis techniques. The study findings reveal that organisational support, employee satisfaction, an enabling work environment, a stable working environment and career development effectively influence talent management. However, management in health sector institutions need to realise the importance of facilitating and monitoring job autonomy and personal values in order to effectively enhance talent management. The study results further reveal that talent management has a positive influence on employee retention and holistic development for organisational performance. For optimal talent management, the study recommends that organisations pay attention to cultivating an enabling and stable work environment that is suitable for motivating employees towards improved performance and work commitment. Therefore, health sector management should focus on potential, and not only on performance, by matching individuals with the right positions that can expose their capabilities and potential. It was further recommended that organisations need to accept and show confidence in their employees by allowing them freedom in carrying out their tasks. In addition, it was highlighted that ascertaining and utilising information about the values and principles that employees hold can help explain their behaviours and attitudes at work. This would increase the chances of talented employees realising their full potential and competencies in their jobs. Therefore, this study found that there is a need for public institutions within the health sector to focus on supporting employees by offering a well-defined career development programme, which caters for the needs of individuals and which acts as an incentive for the recruitment of qualified employees. Thus, management will succeed in retaining, attracting and maintaining talented individuals who can perform well. In order to uphold the expected ethical behaviour of conducting research, the researcher obtained approval and ethics clearance from Nelson Mandela University, permission to conduct the study from the Ugandan Ministry of Health, and communicated all the information relevant to the study to the participants.
- Format
- xviii, 432 leaves
- Format
- Publisher
- Nelson Mandela University
- Publisher
- Faculty of Business and Economic Sciences
- Language
- English
- Rights
- Nelson Mandela University
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Collections
NMU School for Economics, Development and Tourism
| Thumbnail | File | Description | Size | Format | |||
|---|---|---|---|---|---|---|---|
| View Details Download | SOURCE1 | NAKATO-THESIS AS AT 19 MARCH 2019.pdf | 2 MB | Adobe Acrobat PDF | View Details Download |