Study on Critical Analysis of Talent Management Strategies on Medical Employees Retention in Public Hospitals in Kenya: A Case of Kenyatta National Hospital

Hiring a qualified and talented workforce and implementing a program to retain these employees is a key component to successful workforce retention. However, one of the challenges of managers in today`s health sector in Kenya lies in building a workplace of choice where employees want to remain for a long time. Any employer`s foremost responsibility is retention of the best employees, and this can only be achieved by managing employee talent well to keep them satisfied and motivated. The objective of the study was to analyze talent management strategies on medical employees retention in public hospitals in Kenya; a case of Kenyatta national hospital. The research sub-independent variables which were: Availability of career development opportunities, nature of the workplace climate, levels of training and development opportunities available, and attractiveness of compensation and benefits. Theoretical framework focused on the social exchange theory. The total population of the study comprised of a total 800 employees (92 medical doctors and 708 nurses) at the Kenyatta national hospital Nairobi, Kenya. The study derived a sample size of eighty (80), arrived at by calculating 10% of the study population. Regression analysis model was used to determine the relationship between the dependent and the independent variables at 95% confidence level and 0.05 level of significance.