The Impact of Talent Retention and Management Practices on Service Delivery Outcomes in the South African Public Service

Abstract

Talent management requires the identification of talented employees who work in the organisation. The South African public service continues to have a high concentration of an ageing workforce within its management and leadership occupational levels which poses a risk to business continuity. Poor recruitment practices linked to political interference have led to the appointment of inadequate leaders in key positions thus stifling leadership potential and service delivery outcomes. The South African public service aims to develop talent for service excellence which drives all talent-related initiatives within the organisation. This chapter explores variables such as compliance with regulatory provisions, talent acquisition, talent development, employee performance, digital hiring, digital workforce and succession planning, and digital transformation. Digital transformation influences human resource factors and contributes to enhancing productivity.