Leadership development and talent management are critical for organizational sustainability, yet they pose significant challenges in constrained resource settings. This paper examines key barriers such as limited funding, talent shortages, and inadequate infrastructure, highlighting their adverse effects on organizational performance and employee retention. Strategic human resource (HR) approaches are proposed to address these issues, including cost-effective leadership development frameworks, innovative recruitment and retention strategies, and succession planning initiatives. Technology, mentorship, and non-monetary incentives are emphasized in fostering employee engagement and enhancing leadership capacity. Additionally, the importance of external collaborations with governments, NGOs, and private sector entities is explored as a means to augment organizational resources. The paper concludes with practical recommendations for HR leaders and policymakers to implement sustainable talent management and leadership development strategies in resource-limited contexts. By adopting these measures, organizations can build resilient workforces, drive long-term success, and maintain operational effectiveness despite significant constraints.
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Bristol-Alagbariya et al. (2024) studied this question.