Talent Management and Organizational Performance in Pharmaceutical Companies in Niger Delta, Nigeria

Abstract

This work examined the effect of talent management and organizational performance in pharmaceutical companies in the Niger Delta, Nigeria. The study reviewed relevant conceptual, theoretical and empirical literature. This study is anchored on Human Capital Theory. Talent retention, training and development, and talent attraction were employed as the explanatory variables while organizational performance is the dependent variable. The study adopted survey research design. The population of the study comprises the staff of the pharmaceutical companies in Niger Delta, Nigeria – 1824. Sample size of 332 respondents was selected for the study using Borg and Gall (1973) formula. Questionnaire was employed as the main instrument of data collection. The data generated were analyzed using frequency, percentage analysis, and multiple regression analysis. The study found that talent retention has a positive significant relationship with organizational performance. Training and development has a positive significant relationship with organizational performance and talent attraction has a positive significant relationship with organizational performance. The study concludes that talent management has a positive significant relationship with organizational performance. The study therefore recommends that management should make retention a priority since an organization’s strength and future success are not only dependent on its financial resources but ultimately depends on effective talent management. Management should not only focus on attracting talented individuals but should do more to retain the most talented among them as it would enhance the growth and sustainability of pharmaceutical companies.