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dc.contributor.advisorBarkhuizen, Nicolene
dc.contributor.authorKekgonegile, Kelebogile
dc.date.accessioned2016-05-17T21:09:54Z
dc.date.available2016-05-17T21:09:54Z
dc.date.issued2014
dc.identifier.urihttp://hdl.handle.net/10394/17300
dc.descriptionM.ComAdmin (Industrial Relations), North-West University, Mafikeng Campus, 2014en_US
dc.description.abstractBotswana's economy is dominated by the diamond industry .Even though the Mines have been operating for a long time and others mushrooming almost every year. The county still has a serious shortage of skilled workers, particularly those needed to work in those Mines. Although the government of Botswana spends more resources on the Education of its citizens this has failed to address or curb the problem. Organisations all over are faced with the problem or retention of their highly skilled employees as there are abundant opportunities available for skilled workers in Botswana and the world at large. In a power hungry market world it is essential to effectively manage talent and view it as a precious scarce resource. Turnover of employees is a major problem facing organisations, proper management of employees is crucial for organisational success. It is not enough to retain employees without proper management and continuous development. The main aim of this study is to investigate the impact of Talent Management on the Well-being and Turnover intentions of employees in the Botswana Mining Indust1y. Method: A quantitative research approach was followed with data collected from employees of a particular mine in Botswana. (N=206). The Talent management measure, Shirom Melated Burnout Measure and intention to quit scale were administered. Pearson Correlation and Descriptive analysis was done Results: The results showed the following: • Talent Management practices are poorly applied in the Botswana Mining Industry • Employees of the Mine perceived that all the Talent Management Practices are important • There is a significant positive relationship between Talent management and Well-being • Between Well-being and Intention to quit the results showed a practically significant relationship between Physical and Intention to Quit (medium effect) and statistically significant relationship between Cognitive Weariness and Exhaustion and intention to quit All relationships were positive indicating the higher the levels of burnout the more likely employees would quit the organisation and vice versa. Practice Relevance: In Botswana there seems to be no or limited studies on Talent Management therefore this study will help the organisations to have more information about the concept. A lacuna of information exists in the field of Talent Management on the Well-being and Turnover Intentions of Employees in the Botswana Mining Industry. Therefore, this study will contribute towards literature on implementation of Talent Management Practices as well as contribute to the Well-being and Turnover Intentions of Employees.en_US
dc.language.isoenen_US
dc.subjectTalent Managementen_US
dc.subjectWell-beingen_US
dc.subjectTurnover Intentionen_US
dc.titleThe impact of talent management on burnout and turnover intention of employees in the Botswana Mininng Industryen
dc.typeThesisen_US
dc.description.thesistypeMastersen_US


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