Talent Management Practices and Performance of MDAs in Uganda
Keywords:
Talent management practices, performance of MDAs, Uganda
Abstract
This study examined the effect of talent management practices on the performance of Ministries, Departments, and Agencies (MDAs) in Uganda, guided by four objectives focusing on talent acquisition, talent development, performance management, and succession planning. Anchored in a positivist paradigm, the study adopted a sequential explanatory mixed-methods approach using a cross-sectional survey design. Quantitative data were collected from 95 MDAs, representing a 92 percent response rate, and analyzed using Pearson correlation and hierarchical regression techniques. In contrast, qualitative data were analyzed thematically to complement the quantitative results. The regression results indicate that talent acquisition (B = 0.246, p < .01), talent development (B = 0.142, p < .01), and performance management (B = 0.414, p < .01) have positive and statistically significant effects on the performance of MDAs in Uganda, with performance management emerging as the strongest predictor. Succession planning exhibited a negative but statistically insignificant effect on MDA performance (B = ?0.003, p > .05). Overall, the model explains 37.6 percent of the variation in the performance of MDAs (Adjusted R² = .376) and is statistically significant (F = 71.657, p < .01). Based on these findings, the study recommends strengthening merit-based recruitment, continuous staff development, and robust performance management systems, while redesigning succession planning frameworks to enhance their contribution to institutional performance. The study provides empirical evidence to inform human resource policy reforms aimed at improving efficiency, effectiveness, accountability, and fiscal compliance within Uganda’s public sector MDAs.
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References
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Thakur, R., & Sanjrani, A. A. (2024). Strategic recruitment and its impact on employee performance in the banking sector. International Journal of Human Resource Management, 35(6), 1045–1068.
Thneibat, M. M., & Sweis, R. J. (2023). The impact of performance-based rewards and developmental performance appraisal on innovation: The mediating role of innovative work behavior. International Journal of Productivity and Performance Management, 72(6), 1646–1666.*
Vadithe, L. N., & Kesari, B. (2023). HR analytics in talent acquisition: A systematic review. Journal of Human Resource Management, 11(1), 1–12.
Van Waeyenberg, T., Peccei, R., & Decramer, A. (2022). Performance management and teacher performance: The role of affective organizational commitment and exhaustion. The International Journal of Human Resource Management, 33(4), 623–646.*
Wanje, F. L. (2022). Influence of succession planning on the performance of Kilifi County Government employees (Doctoral dissertation, KCA University).
Wenting, L., Hussain, S., Xinlin, L., Na, L., & Alam, M. (2024). Analytics-driven talent acquisition and organizational performance: A mixed-methods study. International Journal of Human Resource Management, 35(8), 1320–1345.
Wesonga, J. M., & Van Der Westhuizen, P. C. (2024). Talent development and organizational performance in public institutions. SA Journal of Human Resource Management, 22, 1–12.
Wonnia, L. K. (2021). Succession management in public universities in Ghana: Context, prospects and success factors—A review of literature. UDS International Journal of Development, 8(2), 688–697.
Zhu, C., Zhu, H., Xiong, H., Ma, C., Xie, F., Ding, P., & Li, P. (2018). Person-job fit: Adapting the right talent for the right job with joint representation learning. ACM Transactions on Management Information Systems, 9(3), 1–17.
Aina, O. A., & Atan, T. (2020). The impact of implementing talent management practices on sustainable organizational performance. Sustainability, 12(8), 3094.
Anita, R. (2019). Strategic talent acquisition: A conceptual model. International Journal of Human Resource Management Research and Development, 9(1), 1–14.
Bano, Y. (2023). Succession planning best practices for large and small organizations. Mediterranean Journal of Social Sciences, 14(2), 201–214.
Bonet, R., & Hamori, M. (2017). Recruitment as a strategic tool for organizational performance. Journal of Management, 43(1), 167–195.
Bristol-Alagbariya, B., Ayanponle, O. L., & Ogedengbe, D. E. (2022). Developing and implementing advanced performance management systems for enhanced organizational productivity. World Journal of Advanced Science and Technology, 2(1), 39–46.
Bryman, A. & Bell, E. (2015). Business research methods (4th ed.). Oxford: Oxford University Press.
Creswell, J. W. & Plano Clark, V. L. (2011). Designing and conducting mixed methods research (2nd ed.). Thousand Oaks, CA: Sage.
Creswell, J. W. (1994). Research design: Qualitative & quantitative approaches. Sage Publications.
Creswell, J. W. (2009). Research design: Qualitative, quantitative, and mixed methods approaches (3rd ed.). Sage Publications.
Creswell, J. W. (2014). Research design: Qualitative, quantitative, and mixed methods approaches (4th ed.). Thousand Oaks, CA: Sage.
Creswell, J. W., & Poth, C. N. (2018). Qualitative inquiry and research design: Choosing among five approaches (4th ed.). Sage Publications.
Denzin, N. K. (1978). The research act: A theoretical introduction to sociological methods (2nd ed.). New York: McGraw-Hill.
Feruke, B. R., Olowookere, J. K., & Ibrahim, J. (2025). Financial management practices and performance of ministries, departments and agencies (MDAs) in South West Nigeria. Journal of Global Accounting, 11(4), 266–284.
Field, A. (2018). Discovering statistics using IBM SPSS Statistics (5th ed.). London: Sage.
Frimpong, N. O. (2022). Succession planning practices and performance of Ghana Education Service in the Asante Akim South in the Ashanti Region of Ghana (Doctoral dissertation, University of Cape Coast).
Gallardo-Gallardo, E., Thunnissen, M., & Scullion, H. (2020). Talent management: Context matters. The International Journal of Human Resource Management, 31(4), 457–473.
Gerrish, E. (2016). The impact of performance management on performance in public organizations: A meta?analysis. Public Administration Review, 76(1), 48–66.
Gomes, P., & Mendes, S. M. (2023). Organizational context, use of performance management practices and their effects on organizational performance: An empirical look at these interrelationships. International Journal of Productivity and Performance Management, 72(8), 2467–2495.
Gorman, G. E., & Dwumoh, J. S. (2022). Succession planning in Ghana’s nascent technical universities: The case of Cape Coast Technical University. East African Journal of Education and Social Sciences, 3(4), 24–37.
Greene, J. C., Caracelli, V. J. & Graham, W. F. (1989). Toward a conceptual framework for mixed-method evaluation designs. Educational Evaluation and Policy Analysis, 11(3), 255–274.
Gujarati, D. N. & Porter, D. C. (2009). Basic econometrics (5th ed.). New York: McGraw-Hill.
Halim, H., Wibisono, A., & Mulyono, S. (2024). Government accountability and public service delivery efficiency. Journal of Public Administration Research and Theory, 34(2), 215–230.
Hair, J. F., Black, W. C., Babin, B. J. & Anderson, R. E. (2019). Multivariate data analysis (8th ed.). Cengage Learning.
Hongal, P., & Kinange, U. (2020). A study on talent management and its impact on organizational performance. International Journal of Engineering and Management Research, 10(1), 64–71.
Huang, W., Yuan, C., & Li, M. (2019). Person–job fit and innovation behavior: Roles of job involvement and career commitment. Frontiers in Psychology, 10, 1134.
Ikechukwu, U. F., & Enudu, T. O. (2022). Succession planning and the performance of family-owned businesses in Enugu State. Advance Journal of Management and Social Sciences, 6(4), 1–29.
Kaliannan, M., Darmalinggam, D., Dorasamy, M., & Abraham, M. (2023). Inclusive talent development as a key talent management approach: A systematic literature review. Human Resource Management Review, 33(1), 100926.
Karikari, A. S., Kodi, R., & Poku, R. A. (2020). Succession planning as a tool for organizational development: A case study of University of Education, Winneba-Kumasi, Ghana. International Journal of Social Sciences and Management Review, 3(4), 177–202.
Karunathilaka, K. G. C. S. (2020). Talent acquisition as a strategic business instrument: Impact on organizational performance. International Journal of Business and Management Invention, 9(4), 24–30.
Kline, R. B. (2016). Principles and practice of structural equation modeling (4th ed.). New York: Guilford Press.
Knies, E., Boselie, P., Gould-Williams, J., & Vandenabeele, W. (2024). Strategic human resource management and public sector performance: Context matters. The International Journal of Human Resource Management, 35(14), 2432–2444.
Krejcie, R. V. & Morgan, D. W. (1970). Determining sample size for research activities. Educational and Psychological Measurement, 30(3), 607–610.
Kwon, K., & Jang, S. (2022). There is no panacea: A critical review of talent management research. Human Resource Management Review, 32(1), 100830.
Lugada, E., Komakech, H., Ochola, I., Mwebaze, S., Olowo Oteba, M., & Okidi Ladwar, D. (2022). Strategic talent management and service delivery in Uganda’s public sector. African Journal of Public Administration and Management, 33(1), 45–62.
Martin, C. M., & O’Shea, K. (2021). Succession planning for organizational stability. Nursing Management, 52(4), 12–20.
Matheka, F., & Kosgei, M. (2025). Financial management practices and county governments’ financial performance of Makueni County, Kenya. International Academic Journal of Economics and Finance, 4(4), 300–316.
Mensah, J. K., & Bawole, J. N. (2020). Person–job fit matters in parastatal institutions: Testing the mediating effect of person–job fit in the relationship between talent management and employee outcomes. International Review of Administrative Sciences, 86(3), 479–495.*
Mohamed, H. (2022). Assessment of succession planning challenges in the public sector: A case of the health sector at Kinondoni Municipal Council, Dar Es Salaam (Doctoral dissertation, The Open University of Tanzania).
Mwamanda, N. A. (2023). Impact of succession planning practices on employee retention in public colleges in Tanzania: A case study of Tanzania Public Service College (Doctoral dissertation, The Open University of Tanzania).
Mwanzi, M. A., Wamitu, S. N., & Kiama, J. M. (2017). Effect of talent management on organizational performance in parastatals in Kenya. Journal of Human Resource and Leadership, 2(2), 49–67.
Mwesigwa, R., & Oladapo, V. (2021). Talent management practices and employee performance in Uganda’s public sector. International Journal of Public Administration, 44(10), 834–843.
Nuwagaba, A., Molokwane, T., Nduhura, A., & Tshombe, L. M. (2021). Talent management and organizational performance in Uganda’s public institutions. Journal of African Business, 22(3), 370–385.
Nduati, M. M., & Wanyoike, R. (2022). Employee performance management practices and organizational effectiveness. International Academic Journal of Human Resource and Business Administration, 3(10), 361–378.
Opada, A. O., Ibrahim, M. A., Irawan, A., Akbar, M. F., & Rasyid, M. (2024). Talent acquisition practices and organizational performance: Evidence from public institutions. International Journal of Human Resource Studies, 14(1), 112–128.
Oueidat, S. (2022). Talent recruitment and its impact on organizational performance. International Journal of Business and Management, 17(5), 55–67.
Palshikar, G. K., Srivastava, R., Pawar, S., Hingmire, S., Jain, A., Chourasia, S., & Shah, M. (2018). Analytics-assisted recruitment: Reducing bias and improving fit. IBM Journal of Research and Development, 62(1), 1–13.
Qin, C., Zhu, H., Xu, T., Zhu, C., Jiang, L., Chen, E., & Xiong, H. (2018, June). Enhancing person-job fit for talent recruitment: An ability-aware neural network approach. In Proceedings of the 41st International ACM SIGIR Conference on Research & Development in Information Retrieval (pp. 25–34).
Qin, C., Zhu, H., Xu, T., Zhu, C., Ma, C., Chen, E., & Xiong, H. (2020). An enhanced neural network approach to person-job fit in talent recruitment. ACM Transactions on Information Systems, 38(2), 1–33.
Rezaei, F., & Beyerlein, M. (2018). Talent development: A systematic review of the literature. European Journal of Training and Development, 42(7/8), 376–396.
Salau, N. A., & Nurudeen, A. D. (2022). Succession planning as a panacea to SMEs becoming generational enterprises in Nigeria: The moderating role of organizational culture. Iconic Research and Engineering Journals, 5(8), 45–59.
Saunders, M., Lewis, P. & Thornhill, A. (2019). Research methods for business students (8th ed.). Pearson Education.
Saunders, M., Lewis, P., & Thornhill, A. (2009). Research methods for business students (5th ed.). Pearson Education.
Siambi, J. K. (2022). Leadership succession planning and organization transition: A review of literature. International Journal of Managerial Studies and Research, 10(3), 16–30.
Subotnik, R. F., Olszewski-Kubilius, P., & Worrell, F. C. (2019). Talent development as a framework for gifted education. Gifted Child Today, 42(1), 19–29.
Sun, Y., Zhuang, F., Zhu, H., Song, X., He, Q., & Xiong, H. (2019, July). The impact of person-organization fit on talent management: A structure-aware convolutional neural network approach. In Proceedings of the 25th ACM SIGKDD International Conference on Knowledge Discovery & Data Mining (pp. 1625–1633).
Sun, Y., Zhuang, F., Zhu, H., Song, X., He, Q., & Xiong, H. (2021). Modeling the impact of person-organization fit on talent management with structure-aware attentive neural networks. IEEE Transactions on Knowledge and Data Engineering, 35(3), 2809–2822.
Tashakkori, A. & Teddlie, C. (2010). SAGE handbook of mixed methods in social & behavioral research (2nd ed.). Thousand Oaks, CA: Sage.
Thakur, R., & Sanjrani, A. A. (2024). Strategic recruitment and its impact on employee performance in the banking sector. International Journal of Human Resource Management, 35(6), 1045–1068.
Thneibat, M. M., & Sweis, R. J. (2023). The impact of performance-based rewards and developmental performance appraisal on innovation: The mediating role of innovative work behavior. International Journal of Productivity and Performance Management, 72(6), 1646–1666.*
Vadithe, L. N., & Kesari, B. (2023). HR analytics in talent acquisition: A systematic review. Journal of Human Resource Management, 11(1), 1–12.
Van Waeyenberg, T., Peccei, R., & Decramer, A. (2022). Performance management and teacher performance: The role of affective organizational commitment and exhaustion. The International Journal of Human Resource Management, 33(4), 623–646.*
Wanje, F. L. (2022). Influence of succession planning on the performance of Kilifi County Government employees (Doctoral dissertation, KCA University).
Wenting, L., Hussain, S., Xinlin, L., Na, L., & Alam, M. (2024). Analytics-driven talent acquisition and organizational performance: A mixed-methods study. International Journal of Human Resource Management, 35(8), 1320–1345.
Wesonga, J. M., & Van Der Westhuizen, P. C. (2024). Talent development and organizational performance in public institutions. SA Journal of Human Resource Management, 22, 1–12.
Wonnia, L. K. (2021). Succession management in public universities in Ghana: Context, prospects and success factors—A review of literature. UDS International Journal of Development, 8(2), 688–697.
Zhu, C., Zhu, H., Xiong, H., Ma, C., Xie, F., Ding, P., & Li, P. (2018). Person-job fit: Adapting the right talent for the right job with joint representation learning. ACM Transactions on Management Information Systems, 9(3), 1–17.
Published
2026-03-31
How to Cite
Katarangi, A. K., Kamukama, N., & Mwesigye, A. (2026). Talent Management Practices and Performance of MDAs in Uganda. Journal of Economics and Behavioral Studies, 18(1(J), 75-86. https://doi.org/10.22610/jebs.v18i1(J).4828
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Research Paper
Copyright (c) 2026 Asaph Kaburura Katarangi, Nixon Kamukama, Adrian Mwesigye
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