Impact of Talent Management on Organization Performance in Public Sector: A Case of Tanzania Revenue Authority at Mwanza City Council

Mhagama, John B. (2019) Impact of Talent Management on Organization Performance in Public Sector: A Case of Tanzania Revenue Authority at Mwanza City Council. Masters thesis, The Open University of Tanzania.

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Abstract

The local and global success of organizations is largely determined by the ability to employ talented people for best organization performers. The aim of this study was to assess impact of talent management on organizational performance in public sector. Specifically, the study was to examine roles of talent attraction on organization performance in public sector, influence of talent retention on organization performance, determining influence of talent development on organization performance and to examine influence of talent identification on organization performance in public sector. The population of this study was 96 respondents, including employees in all departments of Tanzania Revenue Authority in Mwanza City Council. The study used randomly sampling method to select the sample size of 96 employees. Data analysis was conducted to generate descriptive and inferential statistics. The findings of the study revealed that talent attraction, talent retention, talent development and talent identification had positive and significant effect on organizational performance in public sector at 5% significance level. Further, the study found that the talent management had positive and significant influence on organization performance. The findings therefore conclude that talent retention, talent attraction and talent identification was important in organizational performance because in order to effectively develop and manage talent, organizations first need to be able to identify the right talent and provide a conducive work environment. The study recommends that talent management practices should be emphasized as doing so brings about superior organizational performance. The particular practices should include talent attraction, talent retention, talent development and talent identification.

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