| Summary: | Background and Aim:
Talent Management has become an important topic of discussion in South African organisations as it becomes more difficult to attract and retain highly qualified, skilled and talented employees.
Retention of talent does not only mean of ensuring that a well qualified workforce is retained but it is also linked to how these talents can be nurtured and motivated to consistently strive for success and growth. The more employees' talents are managed and developed the more they are likely to focus their energies on improving their performance and focus their individual energy to the success of the organisation. The main aim of this research was to investigate the relationship between Talent Management, Productive Organisational Energy and Intention to Quit of employees in a Government institution in North-West.
Method:
A quantitative research approach was followed with data collected from employees of the North West Provincial Department (N=127). The Human Capital Index (HCI), Productive Organisational Energy Measure (PEM) and Intention to Quit Scale were administered. Principal Component Analysis, Reliability Analyses, Descriptive Analyses and Regression Analyses were applied.
Results: Significant relationships exist between the following variables:
• A positive relationship exists between Talent Management Practices and Productive
Organisational Energy dimensions.
• A significant relationship exists between Talent Management Practices and Intention to
Quit.
• A negative relationship exists between Talent Management Practices and Employees'
Intention to Quit.
• A significant relationship exists between Productive Organisational Energy and Intention to Quit.
• A negative relationship exists between Productive Organisational Energy and Intention to Quit Mediator between variables:
• From the Multiple Regression analysis conducted on the relationship between Talent
Management, Productive Organisational Energy and the intention to quit it was determined that Talent Management Practices were not a statistically significant mediator for the relationship between Productive Organisational Energy and the intention to quit.
Practice Relevance:
To date there are limited empirical research studies on Talent Management in the South African context. In addition no research has been done between on the relationship between Talent Management, Productive Organisational Energy and Intention to Quit in the South African context.
The study will go a long way in an attempt to identify if there is a significant relationship between the concepts, and makes a contribution to the body of knowledge surrounding the relationship between the three concepts in the South African context. Furthermore, the study of measures of organisational energy which can be applied in the South African context will assist those interested in the relationship between talent management, productive organisational energy and intention to quit in the workplace. This research will thus point out the extent to which the application of Talent Management Practices in the organisational influence the productive organisational energy of employees and hence their intention to leave the organisation. === Thesis (M.Com (Human Resource Management) North-West University, Mafikeng Campus, 2012
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