Influence of talent management on retention of generation Y employees in Commercial Banks in Nairobi County, Kenya

By: Contributor(s): Publication details: Nairobi, Strathmore University, 2017Description: xii,69p. illSubject(s): LOC classification:
  • HF5549.5.O49 2017
Online resources: Summary: This study sought to determine the influence of talent management on retention of generation Y employees in commercial banks in Nairobi County, Kenya. Retaining generation Y employees had been a challenge to many Human Resource Managers; it has also been characterised by limited empirical evidence. Generation Y is a cohort of individuals born between the year 1980 and 2000. The study was guided by talent DNA model. Quantitative approach was used in this study. Cross-sectional survey design was adopted in the study in order to determine the influence of talent management on retention of generation Y employees in commercial banks in Kenya. Questionnaire was used to collect data from the respondents who were generation Y employees in commercial banks in Kenya. The target population in this study was generation Y employees. A sample size of 440 generation Y employees took part in this study. Stratified and simple random sampling was used to select generation Y employees. Descriptive, and regression analyses were used to analyse the data collected. The study established that there was a significant level of generation Y employee retention among commercial banks in Kenya. Employee engagement had the second highest ratings. Career development had the highest rating. The regression analysis also revealed that competency mapping has a significant positive relationship with employee retention while performance management had insignificant negative influence on retention of generation Y employees. It is recommended that every commercial banks‟ management should focus more on career development since it has the most significant influence on generation Y employees‟ retention. The study also recommends that policy makers should enact policies that promote career development with the aim of enhancing generation Y employees‟ retention.
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This study sought to determine the influence of talent management on retention of generation Y employees in commercial banks in Nairobi County, Kenya. Retaining generation Y employees had been a challenge to many Human Resource Managers; it has also been characterised by limited empirical evidence. Generation Y is a cohort of individuals born between the year 1980 and 2000. The study was guided by talent DNA model. Quantitative approach was used in this study. Cross-sectional survey design was adopted in the study in order to determine the influence of talent management on retention of generation Y employees in commercial banks in Kenya. Questionnaire was used to collect data from the respondents who were generation Y employees in commercial banks in Kenya. The target population in this study was generation Y employees. A sample size of 440 generation Y employees took part in this study. Stratified and simple random sampling was used to select generation Y employees. Descriptive, and regression analyses were used to analyse the data collected. The study established that there was a significant level of generation Y employee retention among commercial banks in Kenya. Employee engagement had the second highest ratings. Career development had the highest rating. The regression analysis also revealed that competency mapping has a significant positive relationship with employee retention while performance management had insignificant negative influence on retention of generation Y employees. It is recommended that every commercial banks‟ management should focus more on career development since it has the most significant influence on generation Y employees‟ retention. The study also recommends that policy makers should enact policies that promote career development with the aim of enhancing generation Y employees‟ retention.

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