This study investigates the impact of talent management strategies on employee retention in the Nigerian telecommunication industry. Specifically, the study examines the effects of talent acquisition and recruitment, training and development, performance management, compensation and rewards, and succession planning on employee retention. A survey research design with a quantitative approach was adopted, targeting human resource (HR) officers from MTN, Airtel, and Globacom. Census sampling was employed, incorporating all 45 HR officers from these firms. Primary data were collected using a structured questionnaire measured on a five-point Likert scale, and multiple regression analysis was conducted using the Statistical Package for the Social Sciences (SPSS). Findings revealed that performance management had the strongest positive influence on employee retention, followed by compensation and rewards, training and development, and talent acquisition and recruitment. However, succession planning exhibited a weaker relationship with employee retention. The study concludes that comprehensive talent management strategies significantly enhance employee retention in the telecommunication sector. Organizations that effectively implement structured recruitment processes, continuous training, performance evaluation mechanisms, and competitive compensation packages experience lower turnover rates and higher employee commitment. This study contributes to the existing body of knowledge by providing empirical evidence on the role of talent management strategies in addressing employee retention challenges in Nigeria’s telecommunication industry. It is recommended that firms prioritize structured succession planning, enhance performance evaluation systems, and implement competitive compensation structures. These strategies can improve employee engagement, reduce attrition, and sustain long-term organizational success within the competitive telecommunications sector.
Rotimi Olumide Ogunbayo (Wed,) studied this question.