The relationship between talent management, job satisfaction and employee turnover in state-owned enterprises in Mmabatho
Job satisfaction and turnover intentions are reflections on the outlook that employees have about their employment. This outlook is influenced by the degree to which employees' salient needs are satisfied by their work. Employees display higher levels of job satisfaction, and subsequently lower turnover intentions, when the characteristics of their working environment satisfy their needs. The main objective of the study was to examine and describe the relationship of talent management with reference to job satisfaction and employee turnover at a state-owned enterprise (SOE) in Mmabatho. The study employed a quantitative research design; the sample size was N = 120 staff in the service delivery department of the SOE in Mmabatho, from which only 87 staff completed their questionnaires. These employees were purposefully selected based on their experiences and years at work. An open- and closed-ended six-point Likert-type questionnaire was used as the measuring instrument from which data was collected. Data collected was analysed in descriptive statistics with the aid of charts and tables to further present the respondents responses. Findings from the study indicated that the demographic relationship between talent management, job satisfaction and employee turnover in the SOE has been proven to be effective and plays a major role in an organisation. However, the measuring instrument also identified that talent retention and talent planning need improvement in the organisation. The results in this study showed that all talent management practices significantly enhance the job satisfaction of employees and employee turnover. The study also revealed various relationships between talent management, job satisfaction and employee turnover. It was, based on this criterion, that a hypothesis was established. The hypothesis shows that there are relationships that exist between job satisfaction, talent management and employee managements. It was recommended that SOE in Mmabatho should act upon talent management practices and devise strategies to satisfy their employees to get maximum output from them and utilise their skills in a better way.