Abstract:
In this volatile and competitive business environment, talent management is found to be
crucial for contemporary organizations, and their success is directly linked to the practices
employed for talent management. Talent management practice is an approach used by
organizations to attract, engage, develop, deploy and retain employees with the right skills,
special abilities, high potentials, scarce knowledge or who can successfully bring about
transformation and change in the organization. The study sought to determine the effects of
talent management practices on the success of Ethio Telecom’s business operations in Jimma
town. Specifically, it looked at how linking talent management strategy with corporate
strategy, recognizing and rewarding high potentials and performers as well as conducting
talent review sessions and regular performance appraisals affect organizational success.
Both exploratory and explanatory research designs were used to achieve the purpose of this
study. The study population was three hundred and fifteen (315). A sample size of one
hundred and seventy six (176) was used, consisting of top management, middle level
management, lower level management and operational staff. Both simple random and
purposive sampling techniques were employed in selecting the sample size. A selfadministered questionnaire was used as the main source of primary data collection and the
company’s periodical/website was the main source of secondary data. The data gathered
were analyzed using SPSS version 22. The study found that talent management practices such
as linking talent management strategy with corporate strategy, recognizing and rewarding
high potentials and performers as well as conducting talent review sessions had a significant
positive influence on organizational success. However, the study found that regular
performance appraisals did not have a significant impact on organizational success. It is
recommended that Ethio Telecom should improve and emphasize its talent management
practices; as doing so brings about greater organizational success. The particular practices
should include linking talent management strategy with corporate strategy, recognizing and
rewarding high potentials and performers as well as conducting talent review sessions. The
study suggests that future researchers should employ other elements as independent variables
under talent management practices and investigate their effects on organizational success.
