Submitted in full compliance with the requirements for the Degree of Master Management Sciences: Human Resource Management, Durban University of Technology, Durban, South Africa, 2017.

https://openscholar.dut.ac.za/bitstream/10321/2904/1/NJANJOBEA_IL_2016.pdf

An investigation into talent management and employee retention in the higher education sector of South Africa : a case of the Durban University of Technology

The concept of “world-class university” has been there for some time, and everyone wants a world-class university, and no country feels it can do without one. This battle to develop world-class universities lies not only in the gained status but also in the symbolic role of such universities. Universities exist mainly for research and dissemination of knowledge, which have become critical drivers of economic growth. For this reason, world-class research universities are recognized as central institutions in the 21st century economies. This recognition comes with pressure for universities to rethink their research activities and with the need to raise their research status to that of internationally accepted world-class universities. However, in order to attain the world-class research status, there is a need to sustain the efforts being put in place at both national and university levels. This study analyzed university data over nine years, from 2008 to 2016. It examined how Nanjing Agricultural University has strived to sustain its efforts towards attaining world-class research status. The results reveal that consistency and sustainability have resulted in excellence in research and increased research production. The conclusion is that the sustainability of the efforts significantly increases research production and excellence.

/pdf/progress-towards-a-world-class-research-university-status-3b5xldds76.pdf

Progress towards a World-Class Research University status: The case of Nanjing Agricultural University

The main objective of the study was to determine the determinants of employee turnover in the selected Kenyan public universities. The study was carried out in three selected Kenyan public universities of Masinde Muliro University, Maseno University and Kibabii University. The study targeted a total population of 2274 correspondents comprising of teaching and non-teaching staff. The study employed descriptive research design where stratified random sampling was used to group the universities and purposive sampling used to identify the correspondence with the required information. To avoid biasness, random sampling was used to identify the sample. A sample of 340 correspondence obtained using Yamane’s formula. Pilot study was carried out in Mt. Kenya University where a valid measure of 0.5 spearman correlation coefficient was acceptable as a valid measure and 0.7 Cronbach’s alpha value was accepted as reliable value. Questionnaires and interviews were the main instruments of data collection. The data was analyzed using SPSS where descriptive statistics of frequencies, charts, percentages and means and inferential statistics of chi-square and regression analysis where the null hypothesis was tested at 5% level of significance. The results showed that for every unit increase in job satisfaction there was a corresponding increase in employee turnover by 1.070, work environment,  which was important in predicting of Employee turnover as indicated by significance value=0.000 which was less than 0.05 level of significance (p=0.000<0.05). For every unit increase in work flexibility there was a corresponding increase in employee turnover by 0.803. The findings of the study would help Public University management board and the Government in managing employee turnover in public universities and Human resource practitioners in identifying and implementing better terms in public universities. Key Words: Job Satisfaction, Working Environment, Supervisory Support, Work Flexibility,   Employee Turnover

Determinants of employee turnover in the selected kenyan public universities

The paper summarizes the arguments and counterarguments within the scientific discussion on the issues such as higher education institutions, mergers and acquisitions, world class universities, integrated postsecondary educational data system in the United States. The main purpose of this scientific research study problem is the impact of international merger and acquisition on the financial performance for higher education institution in the United States. Synthesis of this topic has a significant impact on the financial well-being for all students and professors around the World. The methodology is the observation then synthesis all current and prior existing literature and facts available for the purpose of understanding the current financial situation for all higher education industry. The paper presents the results of a critical thinking analysis integrated postsecondary education data system. The U.S. Department of Education’s National Center for Education Statistics for higher education institutions database system, called the Integrated Postsecondary Education Data System. This U.S. Government run database has collected annual higher education institutions level information since 1986 and by statute requires all Title IV higher education institutions to report in an accurate and timely manner to this database. This research contributed to the advancement of scientific knowledge in that it provided a research study on the interaction effects between time and merger status upon the performance metrics which generalize across regional, state, and national landscapes. Practical implications address how interested higher education institutions stakeholders can use this study to analyze the historical interaction effects between merger status and time on performance metrics which they wish to improve. The future implications discussion includes how this research study provided what researchers in the field have asked for and how this increased knowledge of merger and acquisitions longitudinal effects on performance metrics provides a framework for further study in this area.

Keywords: merger, acquisitions, higher education institutions, revenues.

/pdf/an-analytical-study-of-impact-of-international-merger-and-4c9ml1pg0t.pdf

An Analytical Study of Impact of International Merger and Acquisitions on the Financial Performance for Higher Education Institution in the United States

Objective (s): Talent management is the appropriate technique for identification, selection, education and retainment of human resources through mental, skill, cognitive, and behavioral empowerment. This might improve organizational productivity as the most important of organizational goals. This study aimed to determine the impression of talent management on employees’ empowerment and human resource productivity in Tehran University of Medical Sciences. Methods: This was a cross-section study conducted among 304 headquarters’ employees of Tehran University of Medical Sciences. To collect the data, we used the Oehley’s talent management, Spreitzer’s staff empowerment, and Hersey and Goldsmith’s human resource productivity questionnaires. Descriptive statistics were used to explore the data. T-test, ANOVA and the structural equation modeling (SEM) were performed to examines associations. Results: The average of talent management, staffs’ empowerment and human resource productivity of the employees were medium to desire levels. As a result, there was regression between the components of three variables studied. Also, the regression between each variable and its components were confirmed. Conclusions: It seems, selection of talented employees and empowerment through mental, skill, cognitive, and behavioral training might lead to human resource productivity in medical universities.

/pdf/association-of-talent-management-on-employees-empowerment-4wivbcmf.pdf

Association of talent management on employees’ empowerment and human resource productivity in Tehran University of Medical Sciences

The top-ranking world-class universities in agricultural science denote those universities which are globally popular with agriculture-related subjects. The paper synthesizes the results of three different ranking scales (NTU, QS and ARWU) of top 50 universities in agriculture subject in 2013. The overlapped parts have been synchronized to derive the following four classifications: A (agricultural universities amalgamated with others to be an agricultural comprehensive university), R (agricultural universities re-named to be a comprehensive university), M (agricultural universities merged into other units to form or to be a part of a comprehensive university) and C (comprehensive university’s agricultural colleges or departments all the time). The following conclusions can be drawn: the majority (up to 94 %) of these universities are comprehensive ones (combination of R, M and C), and only 6 % of them are purely named agricultural universities; merging, renaming and comprehending are the three paths of agricultural universities’ development; and to be a world-class university, it is necessary to have more than 9 ESI 1 % advantage subjects among the following: Plant and Animal Science, Environmental Science/Ecology, Biology and Biochemistry, Clinical Medicine, Chemistry, Engineering, Agricultural Sciences, Social Sciences/General, Molecular Biology and Genetics, Pharmacology and Toxicology and Geosciences. It would be possible for specialized universities to be world-class universities in their fields by being a major concentration of teaching and research as well as extending other subjects through merging and renaming.

Paths for world-class universities in agricultural science

Football is an “industry” and clubs “businesses” characterized by competition for resources. The opportunities presented by expanding markets and the challenges of an environment characterized by increasing competition require that clubs successfully position themselves to build sustainable, competitive advantage. The main aim of the study was to analyze the effects of corporate reporting and leadership structures on performance of soccer management in Kenya Premium League. The study adopted descriptive research design taking 96 elected officials and 48 employees giving a total of 144 target population who understood key issues of football governance as the target population of the study. The study used probability sampling random sampling technique to select the respondents. Data was collected using both primary data collection tools. Structured questionnaires administered to the selected respondents was used elicit information related to governance structure of the Clubs whereas both structured questionnaire and secondary data collection form was used to collect information related to Kenya Football Premium League Performance. Although the boards had fair corporate reporting practices, their leadership practices were not to the standard of corporate governance practices characterized by most clubs aligned to specific tribe or counties, the idea which was a replica of their respective boards.

http://www.issr-journals.org/links/papers.php?journal=ijias&application=pdf&article=IJIAS-16-295-04

Effect of Corporate Reporting and Leadership on performance of Kenya Football Premium League

Football is an “industry” and clubs “businesses” characterized by competition for resources. The opportunities presented by expanding markets and the challenges of an environment characterized by increasing competition require that clubs successfully position themselves to build sustainable, competitive advantage. The main aim of the study was to analyze the effects of board composition and structure on performance of soccer management in Kenya Premium League. The study adopted descriptive research design taking 96 elected officials and 48 employees giving a total of 144 target population who understood key issues of football governance as the target population of the study. The study used probability sampling random sampling technique to select the respondents. Data was collected using both primary data collection tools. Structured questionnaires administered to the selected respondents was used elicit information related to governance structure of the Clubs whereas both structured questionnaire and secondary data collection form was used to collect information related to Kenya Football Premium League Performance. In spite of board membership being drawn from members who were not necessarily footballs, the board lacked wider representation in terms of gender, institutional representation like the government, age variability making the board not to have the face of Kenya, that is most clubs were aligned to specific tribe or counties, the idea which was a replica of their respective boards.

http://www.issr-journals.org/links/papers.php?journal=ijias&application=pdf&article=IJIAS-16-304-01

Effect of Board Composition and Structure on performance of Kenya Football Premium League

Many organizations globally, including universities in Kenya are engaged in the battle for the best talents.  In this war for talent, the best organizations aim at improving their short and long term plans, policies and practices for the attraction, development, repositioning and enhancing retention of talents vital for their business needs. The objective of the present study is to examine the effects of demographic characteristics (age, gender, education, tenure as an academic, tenure in the current university and job position) and talent management practices (training, succession planning, career management, mentoring and coaching) on academic staff retention in universities in Kenya. The sample of the study consisted of 388 academic staff drawn from a population of 13,441 academic staff in 31 public universities and 32 private universities in Kenya. Questionnaire method was used to collect data which was analysed using inferential statistics which included Independent Samples T Test, One Way Analysis of Variance (ANOVA), Pearsons Correlation and Multiple Regression analysis. The results showed that biographical characteristics (gender and education) did not influence satisfaction with talent management practices and decision to remain in the university; Age, tenure as an academic, tenure in the current university and job position did not influence satisfaction with talent management practices; Age, tenure as an academic, tenure in the current university and job position had significant influence on retention of academic staff; level of education influenced satisfaction with mentoring programmes in the university; Talent management practices (training, succession planning, career management, mentoring and coaching) had significant, positive effects on academic staff retention. The study recommends that universities should enact policies that promote talent management which will in turn promote sustainable academic staff retention and competitive advantage.

Effect of employee demographic characteristics and talent management practices on academic staff retention: a case of academic staff in universities in kenya

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Paths for world-class universities in agricultural science

Effect of Corporate Reporting and Leadership on performance of Kenya Football Premium League

Effect of Board Composition and Structure on performance of Kenya Football Premium League

Effect of employee demographic characteristics and talent management practices on academic staff retention: a case of academic staff in universities in kenya