THE IMPACT OF TALENT MANAGEMENT STRATEGY ON EMPLOYEES RETENTION IN RURAL BANKS IN KUMASI METROPOLIS

Abstract

ABSTRACT The impact of the talent management strategy on employee retention. It very difficult to managements in this global would because of the individual aspirations, therefore, this study sought to find the impact on employee retention in the selected rural banks in Kumasi Metropolis, Ashanti region of Ghana. An exploratory qualitative study design was used, with an in-depth interview to data collection rural banks. A purposive sampling method was used to selected study participants of senior and middle level managers in selected rural banks. A semi-structured interview was conducted using interview guide among two hundred (200) rural banks. A manual thematic and narrative analysis was used to analyzed the transcribed qualitative data. A total of 200 participants were studied, and challenges young performance gender stereotypes and biases, educational, compensation learning and development enough space to freely work. Among others were low patronage to service, and difficulties working with others due gender biases. Requirements for managing these challenges were attributed to the need to provide talent with in-service training, workshops, and seminars to increased their skills and knowledge. Coping strategies to managing these challenges were being self-assertive, public education and sensitization, been focused on the job, individual personality traits, emotional intelligence, and social relations of the employees. Influence of challenges on organizational performance was attributed to loss of concentration leading to decreased work output. Leaderships styles of talent management transformational, and 9 out of 12 were either participatory or democratic in the discharge of their leadership responsibilities. Conclusively, gender stereotype and biases were identified as challenges women managers faced in corporate firms, and there should be increased public education and sensitization to enhance awareness of the negative effects of gender biases and impact on employee retention ascending to leadership and managerial position.