Talent Management Framework : retention of skilled personnel at Mossel Bay Municipality

Abstract

The successful implementation of an integrated talent management model is vital to reduce the risk of losing institutional knowledge and key personnel with critical scarce skills. The goal of an integrated talent management approach is to manage, develop, and retain skilled and experienced personnel who have been identified to fill targeted key positions should the current incumbents leave due either to retirement or voluntary or involuntary exit from the municipality at any point during the employee life cycle. The proper control of the talent management process and system is critical to the successful appointment of successors to key roles throughout the employee life cycle. Mossel Bay Municipality, which is at the centre of this study, has not developed a viable talent management system to assist the management and retention of staff and institutional knowledge in key critical and scarce skills and leadership roles. The purpose of this study is to investigate talent management techniques that should culminate in an integrated talent management strategy for Mossel Bay Municipality. A multidisciplinary theoretical evaluation of current literature in the disciplines of talent management, public management, and organisational psychology was used in this study. The case study design is aided by the selection of only one municipality, which allows for an analysis of the specific circumstances applicable to talent management in a South African municipality. The study utilises a quantitative research technique with the goal of developing a robust talent management framework that will respond to the research questions. The qualitative research approach in this study involved semi-structured interviews conducted with the five executive directors, eight senior managers, three performance managers and three human resource (HR) managers in Mossel Bay Municipality’s functional areas/departments. These participants were selected on the basis of their expertise in the specific fields for which they are responsible. The semi-structured interviews allowed the researcher to elicit specific responses to research questions on talent management techniques in different functional areas of Mossel Bay. Specific concerns relevant to talent management at the Mossel Bay Municipality as well as the beliefs, experiences, perceptions and needs of municipal employees relating to

talent management were identified. This study engaged in a comparative assessment of key factors and themes derived from the problems of retaining talented and skilled workers experienced in this Municipality. The quantitative data collected was analysed using suitable descriptive and inferential statistical analyses, while qualitative data was recorded using unstructured interviews. The results of the quantitative research were analysed and key factors identified for further interpretation. The results of the qualitative research were described with key themes emerging. Outcomes of both research approaches were consolidated in line with the research objectives. The integrated research results suggest that the processes and practices in the integrated talent management framework are inadequate and not successfully applied. It was also evident that key talent management processes and practices are not managed in the Municipality. The need for the development of an integrated talent management framework with practical guidelines and support processes was identified as a key recommendation. This is in addition to the development of more mentorship and coaching programmes, labour legislation training and its application in talent management and succession planning, a proper engagement process embedded in the talent management framework, and a review of all HR policies currently in use in Mossel Bay Municipality.