The effect of organisational image on talent management within a higher education institution.

• Main Author: Mbona, Skhumbuzo Aubrey.
• Other Authors: Bozas, Alec.
• Language: en_ZA
• Published: 2014
• Subjects: Employee retention > South Africa.; Human capital > South Africa.; Universities and colleges > South Africa.; Ability > South Africa.; Theses > Business administration.
• Online Access: http://hdl.handle.net/10413/11272

There is a generally accepted view that organisations that perform well in any industry are able to do so because of their ability to attract, recruit and retain a workforce of high calibre. This research report has been necessitated by the impact of factors affecting talent management at higher education institutions. In this study, two variables are under scrutiny, i.e. organisational image and talent management. A quantitative research methodology was utilised to test the effect of organisational image on talent management using responses from 252 respondents to a self-administered electronic survey questionnaire. The research instrument was composed of four major sub-scales, i.e. Personal View, Job satisfaction and Career Path, General Image and Opportunities and Rewards. Statistical data analysis reveals that respondents differ on what they perceive to be important factors on talent management and their response is affected by matters relating to organisational image. Data was stratified and compared amongst different groups, i.e. gender, race, staff category, academic title, Peromnes grade, years of lecturing experience in this institution and total years of lecturing, Faculty and College/Division. These variables in personal/biographical data were examined in relation to how respondents responded in each of the four sub-scales. Whilst personal view and opportunities and rewards aspect of talent management matter, they do not take precedence on matters relating to general image and job satisfaction and career path. === Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012.