Effect of Talent Management Practices on Employee Morale in Legal Firms in Nairobi

Abstract

The purpose of this study was to investigate the effect of talent management practices on the employee morale in legal firms in Nairobi. The study was guided by the following research questions; What are the effects of talent retention practices on employee morale in Legal firms in Nairobi? What are the effects of talent development on employee morale in Legal firms in Nairobi? To what extent does performance management affect employee morale in Legal firms in Nairobi? A descriptive research design was used in the study. The target population of the study was 745 employees of different departments in legal firms in Nairobi County. Stratified random sampling was used to determine a sample size of 254 respondents in the study. Primary data was collected using a structured questionnaire. The collected data was cleaned, edited and coded to ensure good quality of the data. The data was then analyzed using inferential and descriptive statistics and Statistical Package for Social Sciences (SPSS) software were used to analyze the report. Descriptive statistics such as frequencies, percentages, means and standard deviations for ease of interpretation. In addition, regression analysis was used to show how the various variables relate to each other. Data was presented using Tables and Charts. Key findings showed that talent retention did not significantly predict employee morale. Motivational practices and work-life balance were important with regard to employee morale. Succession planning and its program had very moderate effect on employee morale. The findings moderately tended towards agreement on well conducive work environment and fair compensation affected employee morale. Study findings showed that talent development practices significantly predicted employee morale. In particular there was a strong agreement that internal recruitment and promotion processes influenced employee morale. Policy offering guidance on training also strongly affected employee morale and so was non-financial rewards offered to attract talent. It was observed from the findings that training led to increased employee productivity. Findings on performance management showed that it significantly influenced employee morale. Appropriateness of appraisal method affected employee morale. The clarity of balance score card measures affected employee morale. There was an agreement that fairness of the evaluator and relevant feedback affected employee morale. Findings showed that appraisal systems effectively evaluated employee accomplishments and launched plans for developmental objectives and goals. This study concluded that talent retention practices at the legal firms in Nairobi are moderate therefore not be perceived to be a pressing issue because companies may not know what factors to consider or how to change them. The study concluded that talent development practices were in place with the internal recruitment and promotion processes being the most common practiced development methods in the legal firms in Nairobi because in general, it is much affordable to promote employees from within than hiring external candidates. This study further concluded that the appraisal method of performance management was popular amongst the legal firms in Nairobi and the respondents were satisfied with it. This study finally recommends that the legal firms in Nairobi should create a culture of promoting employee well-being and morale. The legal firms need to identify and develop practices for retaining employees. They should also sustain employee performance management because it affects employee morale.