Talent Management Strategies and Performance of National Police Service Officers; A Case Study of Nairobi City County Kenya
Kangogo, Kemboi Reuben
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Talent management strategy is a key differentiator for organizational success. This strategy ensures that employees maximize their talents for optimal performances. Today's greatest challenge faced by managers in the wake of globalization, developing technology and workforce diversity is competition for talented employees which has increased considerably. These emerging trends have led organizations to focus on effective strategies to acquire, grow, and retain top talent to enhance employee performances. Using Talent-Based Theory, this study sought to establish the effect of talent management strategies on the performance of National Police Service officers in Nairobi County. The study focused on establishing the effects of performance appraisal, compensation, succession planning and training and development on the performance of National Police Service officers within Nairobi County. The study adopted a descriptive survey research design. The target population for this study was 2883 National police service officers. Using Yamen's formula (1967) and multi -stage sampling approach mainly employing stratified random sampling technique to obtain a sample size of 351 respondents. Questionnaire was the main tool for data collection. Data collected was analyzed using the Statistical Package for the Social Sciences (SPSS) version 23 for windows and this involved both descriptive and inferential statistics. Descriptive statistics used included frequencies, percentages, mean and Standard Deviation and they assisted in summarizing data and depicting trends. Inferential statistics used included Correlation Coefficients for relationships between variables, regression analysis for multiple variable associations and Analysis of Variance (ANOVA) to determine model specification and soundness. The study performed regression analysis to determine the relationship between the variables in the study and the results indicated taking all other independent variables as constant when the National police service embraces performance appraisal, officer’s performance will improve by 77.2%. When a good compensation strategy is used, the officer's performance will improve by 14.6%. When the National police service structure has good succession plans, officers’ performance will improve by 6.8% and when the National police service embraces proper training and development, officers’ performance will increase by 12.6%. The overall model of regression revealed a coefficient of determination (R2) of 64.0%. This implied that the independent variables (Training and Development, Compensation Strategy, Succession Planning and Performance Appraisal) accounted for 64% of the variations in the performance of the National Police service officers. The study found out that talent management significantly influenced performance of officers in the National Police Service. The study recommended that talent management strategies specifically performance appraisal, compensation strategy, succession planning, and training and development be accorded utmost significance because it enhances performances of National police service officers. However, although succession planning has the capacity to enhance performance, this appears not to be working well for the officers. There is need therefore to enhance succession planning to make it more predictable for the officers.