Talent management (TM) is conceptualized as an organization’s ability to acquire and retain skilled employees for academic competitive advantage. Both organizations and employees tend to have a competitive advantage when organizations attract the right employees and develop strategies to meet the organization’s vision and mission. However, there is a dearth of studies on TM models for faith-based Higher Educational institutions (HEIs). Therefore, this study aimed to develop a TM model because many organizations emphasize effective TM to retain high value for organizational productivity and employee efficiency. The study is anchored on attractive quality theory. A qualitative single-case study design was employed to understand how faith-based HEIs identify and retain talented employees. Purposeful sampling was used to select ten participants, including administrators, faculty, staff, and students. The data were collected using semi-structured interviews conducted in person, audio-recorded, and transcribed verbatim. The data were analyzed by coding and grouping codes into categories and themes using Yin’s (2016) data analysis framework with the assistance of HyperRESEARCH, a qualitative data analysis software. The findings suggest that faith-based HEIs attract and retain talented employees through an appealing institutional mission and effective advertising. TM practices for attracting and retaining employees include equal employment opportunities and diversity, accountability, employee motivation, and interpersonal relationships. The proposed model for faith-based HEI also includes institutional policies and scholarship. The study recommends that faith-based HEI administration use their position for positive influence without abuse of power to attract and retain talented employees. Future studies could empirically test the proposed model in faith-based HEIs.
Edivaldo de Jesus Abel (Tue,) studied this question.