Talent management practices and employee performance in selected Nigerian public enterprises

Abstract

The study examined the effect of talent management practices (recruitment, succession planning, and performance management) on employee performance in selected Nigerian public enterprises. A structured questionnaire was used to gather data from 163 employees of three public firms as part of a quantitative survey design. Multiple regression analysis, Pearson correlations, and descriptive statistics were used to examine the data. The results showed that all the three talent management strategies jointly explained the dependent variable (employee performance) by 59.7 percent; in the same vein the three predictor variables had a significant impact on employee performance, with recruitment having the most impact, followed by succession planning, and performance management. These findings demonstrate the necessity for Nigerian public firms to develop performance management systems, institutionalize succession planning frameworks, and give transparent recruitment top priority. The study advances theory and offers helpful suggestions for enhancing service delivery through efficient HR practices by placing talent management in public institutions in underdeveloped economies.