TALENT MANAGEMENT PRACTICES ON EMPLOYEE PERFORMANCE IN A SELECTED PRIVATE SCHOOLS

Abstract

             Talent management has emerged as a strategic human resource function linked to organizational performance; however, empirical evidence in private basic and higher education institutions in provincial contexts remains limited. This study examined the extent of talent management practices and their relationship with employee performance in selected private schools in Buenavista, Nasipit, and Carmen (BueNasCar), Agusan del Norte. Anchored on Social Exchange Theory and the Ability–Motivation–Opportunity (AMO) framework, the study employed a quantitative descriptive-correlational design. Data were gathered from 195 teaching and non-teaching personnel selected through stratified random sampling from ten private schools during School Year 2023–2024. An adapted and pilot-tested questionnaire measured three dimensions of talent management practices (recruitment and selection; training and development; rewards and compensation) and four dimensions of employee performance (quantity of output, quality of output, timeliness of output, and presence at work). Descriptive statistics (weighted mean) and Spearman rank-order correlation were utilized for analysis. Findings revealed that talent management practices were implemented to a moderate extent (overall M = 3.36), with recruitment and selection ranked highest. Employee performance was likewise rated to a moderate extent (overall M = 3.44), with presence at work obtaining the highest mean (M = 3.52). Correlational analysis indicated a statistically significant positive relationship between talent management practices and employee performance (ρ = .458, p = .001), leading to the rejection of the null hypothesis. The results affirm that structured and consistent implementation of talent management practices contributes meaningfully to enhanced employee performance in private educational institutions. The study underscores the need for strategic investment in recruitment systems, continuous professional development, and competitive compensation structures to strengthen institutional effectiveness and long-term sustainability in the education sector.