TALENT MANAGEMENT ON EMPLOYEE JOB SATISFACTION

ABSTRACT

This study examined talent management and its effect on employee job satisfaction. It specifically focused on employee staffing strategies, employee recruitment processes, employee development and the level of employee talent acquisition influence on job satisfaction of hospitality firms in Benin City, Edo State. Four (4) research questions were raised and literature of other researchers were reviewed. Using the descriptive survey research design, data was collected through the aid of a questionnaire. This study targets the entire staff of University of Benin Teaching Hospital and Central Hospital Benin City. The reason behind the focus on specific hospitality firms is affected by time and financial resource constraints which makes it unrealistic for the researcher to include all the hospitality firms in Benin City, Edo State, however this study intentionally selected 2 hospitality firms, UBTH and Central Hospital. The sample size for the study was 133 staff in UBTH and Central Hospital. And Taro Yamane formula was used to obtain the sample size. One hundred and thirty three (133) questionnaire was structured according to the research questions and distributed to sample population of respondents. And one hundred (100) was retrieved to conduct the findings. It was concluded that talent management practices significantly influence employee job satisfaction in the hospitality industry in Benin City, Edo State. Specifically, employee staffing strategies, recruitment processes, development programs, and talent acquisition practices all have a positive and significant impact on job satisfaction. These findings underscore the critical importance of strategic human resource practices in fostering a satisfied and productive workforce. It was however recommended that firms should adopt strategic staffing methods that align employee skills and career goals with organizational needs. This includes conducting thorough job analyses, implementing strategic hiring practices, and ensuring that employees are placed in roles that best suit their abilities and career aspirations. Also, recruitment processes should be structured, fair, and transparent. Hospitality firms should use comprehensive job descriptions, valid selection criteria, and diverse recruitment channels to attract candidates who are a good fit for the job and organizational culture.