Moses Shikonekeni Nghifikwa, Cecile Schultz, Henk de Jager

Abstract

Organisations do not operate in a vacuum because they need their best assets (employees) to bring their best talents and manage them at the workplace. Organisations mostly lack a talent management strategy, leading to resignations, attrition, and dismissal of employees. The study’s primary goal was to explore the key factors, including constraining and enabling factors for a talent management strategy in a selected Ministry in Namibia.
Although numerous studies on talent management have been done in Namibia, the literature indicates limited research on talent management strategy in the Namibian Government. The main motivation was to explore the reason for such a phenomenon. For the purposes of this study, a constructivist stance with a philosophy grounded in an ontological paradigm was selected as the methodology. Data were collected from 15 experts through an interview schedule and analysed using thematic analysis.
The study revealed three major constraining factors for a talent management strategy: budgetary, bureaucratic, and environmental. Further, the study suggested that the contributing factors for talent management strategy were management support, alignment of talent management to business strategy, promoting talent management culture, training and development.