Corresponding Author Affiliation*: American University of Nigeria, Nigeria

Abstract:

The performance of institutions of higher learning in Nigeria is becoming a concern and an attention-grabbing issue to stakeholders and organizations, as a result of the severe shortage of employees, students and talent drain and attrition, poor quality graduates, poor global ranking, poor-quality research, and many others. This study examines Talent Management Practices in IHL: the impact of recruitment and culture on employee performance. The research design was based on the quantitative technique. Data was collected through a structured questionnaire using the Linkert scale. Data was analyzed using Partial Least Square Structural Equation Modeling (PLS-SEM). The researchers used the PLS model because the study involved testing a theoretical framework from a predictive perspective and our objective is to better understand an increasingly complex variable by exploring theoretical extensions on TMP. The findings of the study showed a positive relationship between TMP and Employee Performance. The implication is that for IHL to achieve efficiency, they must continue to invest in TM by selecting employees based on qualification, experience, and competence across all cadres; implement salary increment meritoriously; maintain transparency and not politicize promotion guidelines, and through public recognition and awards ingrain EP as part of the operational culture.

Keywords: Talent Management Practices, Employee Performance, Organizational Culture, Institution of Higher Learning