Talent management: the way out of poor task performance

IF 1.9 Q3 MANAGEMENT INDUSTRIAL AND COMMERCIAL TRAINING Pub Date : 2022-07-29 DOI:10.1108/ict-03-2022-0016

Lukman Adams Jimoh, D. Kee

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Abstract

Purpose The paper investigates how talent management influences employee performance in the banking industry in Nigeria. Despite various economic policies of the Central Bank of Nigeria aimed at reshaping the banking industry, talent management and development for the digital age is the concern of the most bank. Rapid digital transformation has been affecting the banking industry, which requires the banking industry to rethink a strategic way to achieve inclusive, resilient, and sustainable growth. Design/methodology/approach The questionnaires were used to obtain information from 302 full-time employees of the top five banks in the Nigerian banking industry. The collected data were analyzed using the Partial Least Square-Structural Equation Model (PLS-SEM). Findings This study shows that talent attraction and development significantly and positively influence task performance. In comparison, talent retention was found to have no significant effect on task performance. This study found that work engagement positively mediates talent attraction, development and task performance. Work engagement did not mediate the relationship between talent retention and task performance. Originality/value For the industry to motivate high-performing employees in this digital economy, talent management will need to be carefully designed to create the most enduring competitive advantage. In conclusion, this study will benefit the Nigerian banking industry by apprehending the predictors of task performance so that the prevalence of poor task performance among the employees is well managed.

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人才管理：任务绩效不佳的出路

目的研究尼日利亚银行业人才管理对员工绩效的影响。尽管尼日利亚中央银行的各种经济政策旨在重塑银行业，但数字时代的人才管理和发展是大多数银行关注的问题。快速的数字化转型一直在影响着银行业，这要求银行业重新思考实现包容性、弹性和可持续增长的战略途径。设计/方法/方法问卷调查的目的是获取尼日利亚银行业前五大银行的302名全职员工的信息。采用偏最小二乘结构方程模型(PLS-SEM)对收集到的数据进行分析。研究发现:人才吸引与发展对任务绩效有显著的正向影响。相比之下，人才保留对任务绩效没有显著影响。本研究发现，工作投入正向调节人才吸引、发展和任务绩效。工作投入对人才保留与任务绩效之间的关系没有中介作用。创意/价值为了在数字经济中激励高绩效员工，行业需要精心设计人才管理，以创造最持久的竞争优势。总之，这项研究将有利于尼日利亚银行业通过了解任务绩效的预测因素，使员工之间的任务绩效差的流行得到很好的管理。

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来源期刊

INDUSTRIAL AND COMMERCIAL TRAINING MANAGEMENT-

CiteScore

3.10

自引率

7.10%

发文量

期刊介绍： ■Action learning-principles and practice ■Applications of new technology ■Careers management and counselling ■Computer-based training and interactive video ■Continuing management education ■Learning methods, styles and processes ■Managing change ■Marketing, sales and customer services ■New training and learning methods ■Quality circles, team-working and business games ■Recruitment and selection ■Specialist training-needs and methods ■Youth employment and training ■Topicality Too much training theory takes too long to read and may not have immediate practical advantages.