Talent Management and Organization Performance in KCB Bank Limited: Case of Head Office Nairobi City County, Kenya

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dc.contributor.advisorRosemarie Wanyoikeen_US
dc.contributor.authorKayumbi, valentine
dc.date.accessioned2022-03-31T08:42:14Z
dc.date.available2022-03-31T08:42:14Z
dc.date.issued2021
dc.descriptionA Research Project Submitted to the School of Business in Partial fulfillment on the Requirments for Award of A Master’s Degree in Business Administration (Human Resource Management) Kenyatta University, 2021en_US
dc.description.abstractThe talentmanagement practice inany organization isa human resource strategy of finding, developing,deploying andretaining talented andhigh-potential employees. The top management mustrealize the importanceof talent managementfor their firmsto succeed. This study sought to establish the effectof talent managementon organizationperformance in KCB Bank limited Headquarters, Nairobi in Nairobi County, Kenya, of more importance was talent attractionand talent retention,learning and career development.The five key theoriesunderpinned in this study include; Expectancy theory of motivation; Equity theory of motivation; Reinforcement theory of motivation; Self-concept theory and Human capital theory. This study adopted a descriptive research design.The population of this study consists of 1514 employees from all three cadres of employment in KCB Bank limited; Case of Head office in Nairobi City County, Kenya. Stratified random sampling technique was used whereby all 152 employees from different cadres were involved in the study. A specifically designed questionnaire was the tool for collecting primary data. The study carried out a pilot test on 15 individuals to test reliability and validity of the tool. The alpha coefficient of the questions was computed at 0.81. Secondary data complementing primary data was collected through journals, magazines, reports and periodicals. Both descriptive( Mean and standard deviation) and inferential statistics(Multiple regression) were applied in analyzing the data using SPSS Version 21.0. The significance of correlation analysis was tested at 0.05 significance level. Tables, figures and charts were finally used to present the findings. The study revealed and concluded that talent attraction, talent retention, learning and development and career management significantly and positively influence organizational performance in KCB Bank limited in Kenya. Thestudy recommends as follows: Firstly, to attract talent the management of KCB Bank limited should provide a favorable working environment for employees, treat employees equally and provide job security. Secondly, to retain employees the management of KCB Bank limited should demonstrate that they value their employees by adopting retention strategies like competitive compensation and motivating their employees through bonuses. Thirdly,KCB Bank limited should adopt learning and development strategies like coaching, mentoring and leadership development. Lastly, the management should improve career management practices in the KCB Bank. as the business environment changes.The study recommends that further research should be done using additional variables such as performance management.en_US
dc.description.sponsorshipKenyatta Universityen_US
dc.identifier.urihttp://ir-library.ku.ac.ke/handle/123456789/23448
dc.language.isoenen_US
dc.publisherKenyatta Universityen_US
dc.subjectTalent Managementen_US
dc.subjectOrganizationen_US
dc.subjectPerformanceen_US
dc.subjectKCB Bank Limiteden_US
dc.subjectHead officeen_US
dc.subjectNairobi City Countyen_US
dc.subjectKenyaen_US
dc.titleTalent Management and Organization Performance in KCB Bank Limited: Case of Head Office Nairobi City County, Kenyaen_US
dc.typeThesisen_US
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