This paper assessed the talent management strategies in Nigerian banking industry. The paper adopted a survey design, and the study was conducted using a sample of 80 top and middle level management staff drawn from six banks in the Port Harcourt metropolis. Data was collected using a five point likert scale and the study covered three old generation and three new generation banks. The statistical tool used for data analysis is the Non-Parametric one way ANOVA test using 20.0 version of statistical package for social sciences (SPSS). The study reveals that competitive strategy (CS) is the predominant talent management strategy used by Nigerian banks as it has the lowest p-value from the ANOVA table which is also lower than 0.05 level of significance (i.e 0.000<0.05). Change management strategy (CMS) showed a p-value of 0.001 while human resource planning strategy (HRPS) showed a p-value of 0.08. the paper however recommends that a careful mix of competitive strategy, human resource planning strategy and change management strategy should be adopted in talent management to avoid frequent organizational memory loss which at the lon-run affects the performance of the organization negatively.

Author Name: NWIGBO T.S, JOEL, AUGUSTUS-DADDIE, BOMA ABBEY-KALIO

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Keywords: change, competitive, human resource planning, Management, strategy, Talent

ISSN: 2456-1045

EISSN: 2456-1045

EOI/DOI:

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