Talent Management and Employee Creativity of Administrative Staff at the University of Cape Coast

Abstract

ABSTRACT The aim of this study was to examine the influence of influence of talent management on employee creativity at the University of Cape Coast. There were four main specific objectives, among them were to examine the effect of talent attraction on employee creativity at the University of Cape Coast; assess the effect of talent development on employee creativity at the University of Cape Coast; establish the influence of the relationship between talent retention and employee creativity and determine the influence of the three dimensions of talent management on employee creativity at the University of Cape Coast. The study sought to draw evidence from 269 employees from the study area, however, only 249 were deemed usable for the study. It was a quantitative study with self-administered questionnaire as the main research instrument. The results from the survey were analysed with the help of the Statistical Package for the Social Sciences (SPSS v26.0). The independent constructs for talent management were: Talent Attraction, Talent Development and Talent Retention. The dependent construct was Employee Creativity. In a nutshell, the study results indicated that all the independent constructs (Talent Attraction, Talent Development and Talent Retention) had positive influence on Employee Creativity. The study therefore recommended that management of the University of Cape Coast should work on determining the skills that the institution requires to apply the recruitment and attracting strategies, using the internal employee referral programs widely to bring in new employees, and as well design a more practical hiring system and take into consideration the “quality of hire”