Abstract:
Abstract
Having faced serious challenges in retaining talent that resulted in the organisation losing its competitive edge after the introduction of the multi-currency regime in 2009 to date, the organisation was concentrating on acquiring machinery and giving little attention to employees. The organisation was lost as to what to do, to regain competitive advantage as it was losing orders on a daily basis as well as failing to deliver orders as per agreement. This study was undertaken with the aim of establishing the role that talent management can play to achieve better productivity at Fidelity Printers. Organizations and business systems are made up of people through whom they achieve their objectives. Without talent organisations cannot achieve their objectives as the wheels of industry are turned by employees who have got special skills that help them achieve superior performance. The study was mainly qualitative in nature and was designed as a case study where the organization of focus was Fidelity Printers which has a staff compliment of seventy skilled employees including managers of which there are ten managerial
employees and sixty non managerial skilled employees. In the research there were five managerial employees and thirty non managerial skilled employees. The response rate was 83% for skilled workers and 100% for managerial employees. The main research instruments used were questionnaires and interviews. Participants were selected using stratified random sampling. The research revealed that the organisation makes huge investments in talent management but it
is lacking in the utilisation of the talent developed. It was also found that the organisation is lacking in employee involvement and engagement and resulting in the organisation fail to tap in to the skills of its talent. It was also found out that the organisation is not using the talent it possesses adequately. The research recommended that the organisation should ensure that there is employee engagement and involvement. The organisation should do away with issues of selectivity and favouritism in the issuing of educational loans and selecting people to attend short courses, workshops and conferences. It I was also found out that there were issues of placing people in to positions not on merit but based
on whom you know or nepotism. There were issues of lack of policy communication that were raised as areas that need to be addressed. It was also found out with the current talent the organisation possesses the organisation can achieve more if it manages its talented employees properly.
