Identifying employee talent for development and retention (The case of some selected fm stations in Kumasi)
| dc.contributor.author | Kwarteng Amanin, Benita | |
| dc.date.accessioned | 2015-08-25T10:25:08Z | |
| dc.date.accessioned | 2023-04-19T20:58:35Z | |
| dc.date.available | 2015-08-25T10:25:08Z | |
| dc.date.available | 2023-04-19T20:58:35Z | |
| dc.date.issued | 2014-07-25 | |
| dc.description | A thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirements for the degree of MASTER OF BUSINESS ADMINISTRATION (HRM OPTION). | en_US |
| dc.description.abstract | The issue of developing and retaining talents in organization is paramount to its growth since talents in the media have become trading commodities. The purpose of this study is to investigate into the process employers use in identifying employee talent for development and retention in some selected FM stations in Kumasi. The study among other things seeks to examine the current talent identification and development practices, to identify challenges associated with talent development practices, to examine employers’ talent retention measures and their challenges in the selected FM stations in Kumasi. Both primary and secondary data were collected to guide the study. Primary data were obtained by interviewing and administering questionnaires which required respondents to indicate the frequency of employers use of crowdsourcing, performance appraisal, and training and development to identify and develop employee talent to the selected FM stations within Kumasi Metropolis. Secondary data were obtained from existing literature. Data collected were analysed using descriptive statistics (pie and bar chart) and Relative Importance Index (RII) via Statistical Package for Social Sciences (SPSS). The study revealed that methods used in identifying talent also serve as talent retention measures. It also came to light that there are no existing codes of conduct governing employees in the media, and employers also deem it unnecessary to employ Human Resource Managers with the perception that HRM do not perform any extraordinary function apart from what other functional managers do. This behaviour among others account for employee turnover. The study therefore, recommended that for effective talent management to exist the media industry should endeavor to employ HRM and establish code of conducts to guide employees to curb turnover, and ensure there are well-developed programmes in all institutions where employees can develop their talent, and develop themselves well for efficiency and effectiveness. | en_US |
| dc.description.sponsorship | KNUST | en_US |
| dc.identifier.uri | https://ir.knust.edu.gh/handle/123456789/7631 | |
| dc.language.iso | en | en_US |
| dc.title | Identifying employee talent for development and retention (The case of some selected fm stations in Kumasi) | en_US |
| dc.type | Thesis | en_US |
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