The Impact of Talent Management Strategies on Organizational Performance. a Comprehensive Case Study of Cadbury Plc.

ABSTRACT A dynamic and fast paced business environment has been the norm for the past decade. The organization's ability to successfully implement strategies to achieve institutional goals is a critical factor in its success. Leaders must adapt their methods to talent management because obstacles to organizational goals are always present. The aim of this research is to study the Impact of talent management strategies on organizational performance. A comprehensive study of Cadbury Nigeria Plc. The specific objectives were to: (i) examine the effect of career management on training and development in Cadbury Nigeria Plc. (ii) evaluate the effect of workplace mentoring on employee’s engagement in Cadbury Nigeria Plc. (iii) investigate the impact of job rotation on reward system in Cadbury Nigeria Plc. The simple random sampling technique was employed in this study. Determination of sample size entailed selecting units fewer than the aggregate drawn from a population and then examining them in detail. A sample size of one hundred and twenty-seven respondents was drawn from the study population of 187.The hypothesis was tested using multiple regression analysis. The test of the hypothesis was carried out at a 5% level of significance. The decision rule was that if the calculated X² value was less than () the critical value, the null hypothesis (H₀) was rejected and the alternative hypothesis (H₁) was accepted. Training and development was .135, with a t-value of 3.428 and a significance level of .000. The standardized coefficient (Beta) of .067 suggested that for every unit increase in training and development, there was an increase of .135 units, controlling for other variables. Career management had a significant influence on training and development. This study examined the impact of talent management strategies on organizational performance, using Cadbury PLC as a case study. The findings from the three research objectives revealed that talent management practices such as career management, workplace mentoring, and job rotation play a significant role in enhancing various aspects of organizational performance.