Building loyalty beyond salaries: Talent management architecture's role in retaining Nigerian deposit money banks talents
Keywords:
Talent management, employee retention, succession planning, employee empowerment, deposit money banks, NigeriaAbstract
This study examined the effect of talent management on employee retention in selected deposit money banks in Abeokuta, Ogun State, Nigeria. Anchored on the Resource-Based View theory, the study adopted a survey research design with a population of 1,962 management and non-management employees across five selected banks. A sample of 369 respondents was determined using the Taro Yamane formula, with 301 valid questionnaires returned (81.6% response rate). Data were analysed using descriptive statistics and multiple regression analysis. Findings revealed that talent management had a significant combined effect on employee retention (Adj.R² = 0.428, F(3,300) = 75.913, p < 0.05). Specifically, succession planning (β = 0.223, p < 0.05) and employee empowerment (β = 0.480, p < 0.05) significantly influenced employee commitment; succession planning (β = 0.171, p < 0.05) and training and development (β = 0.332, p < 0.05) significantly influenced job satisfaction; while succession planning (β = 0.191, p < 0.05) and empowerment (β = 0.482, p < 0.05) significantly influenced employee engagement. The study concluded that talent management significantly affects employee retention in deposit money banks. Recommendations include prioritising succession planning and empowerment initiatives to enhance employee commitment, satisfaction, and engagement.
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Copyright (c) 2026 Idris Adetayo Adesina, Olive Ugadiya Egbuta, Emmanuel Oladimeji Oludipe
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