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Skill Mapping, Talent Pool Management and Organisational Development: Evidence from Professional Bodies in Nigeria

Author

Listed:
  • Abioro Matthew Adekunle

    (Federal University of Agriculture, Abeokuta, Ogun State, Nigeria)

  • Olabisi Jayeola

    (Federal University of Agriculture, Abeokuta, Ogun State, Nigeria)

  • Onigbinde Isaac Oladepo

    (McPherson University, Seriki Sotayo, Abeokuta, Ogun State, Nigeria)

  • Adedeji Adedolapo Mercy

    (Federal University of Agriculture, Abeokuta, Ogun State, Nigeria)

Abstract

The study examined the influence of skill mapping and talent pool management on organisational development in Nigeria. The study adopted a survey research and the study population comprised three thousand (3000) active members of Chartered Institute of Personnel Management (CIPM) in Nigeria as at 2019. A research instrument, well structured, titled “Skill mapping, talent pool management and organisational development” was used to collect data from a sample size of 353 members randomly selected from the population. Descriptive and inferential statistics were adopted to analyse the formulated hypotheses. The result of the study showed a positive effect of employee engagement on organisational development (R2 = 0.664, P = 0.000); and a significant effect of succession planning on organisational development (R2 = 0.781, P = 0.000). There was also a significant effect of job rotation on organisational development (R2 = 0.392, P = 0.000). The study concluded that skill mapping and talent pool management (in terms of properly matching tasks with personnel) played a significant role in the development of an organisation. Therefore, the study recommended that human resource managers at every organisation should strive to keenly match employee with tasks where they were more skilful and talented, as failure to do this, might result in employees’ inefficiency and turnover.

Suggested Citation

  • Abioro Matthew Adekunle & Olabisi Jayeola & Onigbinde Isaac Oladepo & Adedeji Adedolapo Mercy, 2020. "Skill Mapping, Talent Pool Management and Organisational Development: Evidence from Professional Bodies in Nigeria," Economics and Business, Sciendo, vol. 34(1), pages 46-59, January.
    • Handle: RePEc:vrs:ecobus:v:34:y:2020:i:1:p:46-59:n:4
    DOI: 10.2478/eb-2020-0004
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    References listed on IDEAS

    as
    1. S. Jayaraman & Parvaiz Talib & Ahmad Faraz Khan, 2018. "Integrated Talent Management Scale: Construction and Initial Validation," SAGE Open, , vol. 8(3), pages 21582440187, July.
    2. Tatoglu, Ekrem & Glaister, Alison J. & Demirbag, Mehmet, 2016. "Talent management motives and practices in an emerging market: A comparison between MNEs and local firms," Journal of World Business, Elsevier, vol. 51(2), pages 278-293.
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    More about this item

    Keywords

    Employee engagement; Job rotation; Skill mapping; Succession planning; Talent pool management;
    All these keywords.

    JEL classification:

    • H2 - Public Economics - - Taxation, Subsidies, and Revenue
    • H23 - Public Economics - - Taxation, Subsidies, and Revenue - - - Externalities; Redistributive Effects; Environmental Taxes and Subsidies

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