TALENT MANAGEMENT PRACTICES AND EMPLOYEE PERFORMANCE IN DE LA RUE COMPANY IN KENYA

This research evaluated effect of talent management (TM) practices on employee performance in De La Rue Company in Kenya. The study utilized positivism research philosophy as well as descriptive research design. Moreover, t arget population was 133 staff in De La Rue Company. Both secondary and primary data was employed in this research. This study used a data extraction tool to collect secondary data. Semi-structured questionnaires were deployed to gather primary data. Inferential and descriptive statistics were deployed in analysing quantitative data with assistance of SPSS version 25 statistical software. Additionally, descriptive statistics comprised of frequency distribution, mean, percentages as well as standard deviation. Further, inferential data analysis was done using Pearson correlation coefficient and multivariate regression analysis. Quantitative results were displayed in pie charts, tables, graphs and figures. The study found that recruitment practices have a positive and significant effect on the employee performance in De La Rue Company in Kenya. In addition, talent retention has a significant and positive effect on the employee performance in De La Rue Company in Kenya. Moreover, the study found that training and development has a positive and significant effect on the employee performance in De La Rue Company in Kenya. The study also found that career development has a positive and significant effect on the employee performance in De La Rue Company in Kenya. Therefore, this study recommended that the management of De La Rue Company should organise mentorship programs to the newly employees to help them interact and learn from senior staff members who possess specialized knowledge and abilities which as a result improves employees’ productivity. Moreover, the management should give promotion to performing employees in order to enhance employees’ satisfaction, morale, involvement, teamwork, retention and productivity. Furthermore, this study recommended that the company should pay the employees on time and the management should ensure that the salary paid to the employees is equivalent to the amount that other individuals receive from similar organizations with the same job title in order to motivate the employees, reduce employee turnover, increase productivity and improve employees’ performance. Key Words: Recruitment Practices, Talent Retention, Training and Development, Career Development CITATION : Kamau, A. N., &Juma, D. (2023). Talent management practices and employee performance in de la rue company in Kenya. The Strategic Journal of Business & Change Management, 10 (4), 290 – 309. http://dx.doi.org/10.61426/sjbcm.v10i4.2751.