Management perceptions of a higher educational brand for the attraction of talented academic staf

Saurombe, Musawenkosi D.; Barkhuizen, Emmerentia Nicolene; Schutte, Nico

doi:10.4102/sajhrm.v15i0.831

Cited by 22 publications

(24 citation statements)

References 37 publications

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“…These results are in line with the discoveries by Hanover Research [23], which indicated that universities should continue to improve their brand to attract quality academic staff. The participants also highlighted the improvement of the EVP of universities so that lecturers are rewarded sufficiently for their work efforts [26].…”

Section: Discussionmentioning

confidence: 99%

“…A study by Annapoorna among management colleges in Turkey showed such factors as attractive salary, popularity of the institution, career growth, supportive work environment, recognition of work and work-life balance represent a compelling employment brand [25]. Saurombe, Barkhuizen and Schutte found that managers of higher educational institutions believe that factors such as reputation and image, organisational culture and identity, strategic vision, corporate social responsibility and work and surrounding environment are core to establish a compelling employment brand for talented academics [26]. A study by Lichy and Pon showed that the opportunity for lecturers to make their own decisions regarding their work enhanced their views of the employer brand [27].…”

Section: Organisational Branding Prestige and Employee Value Proposimentioning

confidence: 99%

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Lecturers’ Perceptions of Factors that Attract Talent in a Ghanaian Higher Learning Institution

Korantwi-Barimah¹

2019

JHRM

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Creating a sustainable competitive advantage requires higher learning institutions to attract, motivate, develop and retain the talented staff they need now and in the future. However, the technical universities in Ghana are facing significant challenges in attracting and retaining talents to academic positions since their conversion. Besides, there exists limited research on factors that attract talented academics to these institutions as preferred employers. The main objective of this study was therefore to examine lecturers' perceptions of factors that attract talents to academic positions within a Ghanaian higher learning institution; in this instance, Sunyani Technical University (STU). A qualitative approach was adopted for this study; semi-structured interviews were conducted to gain data. The study participants comprised of 23 lecturers selected from the university under study. The findings show that nine themes are related to the attraction of talents to the universities: career development and advancement, opportunities to make a contribution, employer branding and prestige, job security, flexible working hours, intellectual stimulation, innovation, opportunity to apply skills and autonomy. The results challenge higher learning institutions to develop a superior employer brand with a strong employee value proposition (EVP) that would attract, develop and reward talented academics for their work efforts. The study provides important practical guidelines that could assist the university studied and other higher learning institutions to attract talented lecturers and become employers of choice.

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Section: Discussionmentioning

confidence: 99%

Section: Organisational Branding Prestige and Employee Value Proposimentioning

confidence: 99%

Lecturers’ Perceptions of Factors that Attract Talent in a Ghanaian Higher Learning Institution

Korantwi-Barimah¹

2019

JHRM

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“…These results are in line with the findings of Hanover Research (2014), which indicated that HEIs should continue to improve their brand to attract quality academic staff. The participants also highlighted the improvement of the EVP of HEIs so that academics are rewarded sufficiently for their work efforts (Saurombe et al, 2017).…”

Section: Discussionmentioning

confidence: 99%

“…Saurombe, Barkhuizen and Schutte (2017) found that higher educational managers believe that factors such as reputation and image, organisational culture and identity, strategic vision, corporate social responsibility and work and surrounding environment are core to establish a compelling employment brand for talented academics. A study by Lichy and Pon (2015) showed that the opportunity for academics to make their own decisions regarding their work enhanced their perceptions of the employer brand of French Business Schools.…”

Section: Organisational Branding Prestige and Employee Value Proposimentioning

confidence: 99%

Factors relating to the attraction of talented early career academics in South African higher education institutions

Lesenyeho

Barkhuizen

Schutte

2018

SA j. hum. resour. manag.

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Orientation: South African higher education institutions (HEIs) are facing significant challenges in attracting talents to academic positions.Research purpose: The main objective of this research was to determine factors that will attract early career academics to South African HEIs.Motivation for the study: Currently there exists limited research on factors that attract early career academics to HEIs as preferred employers.Research approach, design and method: A qualitative approach was adopted for this study; semi-structured interviews were conducted to gain data. The study participants comprised of 23 academic staff members from various merged South African HEIs.Main findings: The findings show that nine themes are related to the attraction of early career academics to HEIs: career development and advancement, opportunities to make a contribution, employer branding and prestige, job security, flexible working hours (work–life balance), intellectual stimulation, innovation, opportunity to apply skills and autonomy.Practical/managerial implications: The results also challenge HEIs to develop a superior employer brand with a strong employee value proposition (EVP) that would attract, develop and reward early career academics for their work efforts.Contribution/value-add: The study provides important practical guidelines that could assist HEIs to attract talented early career academics and become an employer of choice.

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“…Research in particular shows that executives do not spend sufficient time in strengthening talent pools; neither are they properly trained in the best practices and latest techniques to develop, mentor and nurture talent (Barkhuizen, Welby-Cooke, Stanz and Schutte, 2014;Schutte, Barkhuizen & van der Sluis, 2015). The important role of managers in creating a compelling talent value proposition for their employees have been documented (Saurombe, Barkhuizen, & Schutte, 2017). Therefore a study investigating the outcomes of leadership talent mind-set towards employees are imperative if correctional services are serious about acquiring and retaining their talent.…”

Section: Introductionmentioning

confidence: 99%

Leadership Talent Mindset as a Predictor of the Motivation and Retention of Junior Correctional Officials

Barkhuizen¹,

Matobako²

2017

Proceedings of the 34th International Academic Conference, Florence

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The main objective of this research was to determine whether leadership talent mind-set is a predictor of the motivation and retention of junior correctional officials. A cross-sectional research design was followed with a Talent Retention Measure, Employee Motivation Survey and Employee Retention questionnaire distributed among a sample of junior correctional officials (N=219). The results revealed that all talent management practices are currently poorly applied in correctional services. The respondents showed relatively high levels of intrinsic motivation. The results showed that all talent management practices were significantly related to motivation. Motivation moderated the relationship between talent management and turnover intentions of the participants. Recommendations are made.

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Management perceptions of a higher educational brand for the attraction of talented academic staf

Cited by 22 publications

References 37 publications

Lecturers’ Perceptions of Factors that Attract Talent in a Ghanaian Higher Learning Institution

Lecturers’ Perceptions of Factors that Attract Talent in a Ghanaian Higher Learning Institution

Factors relating to the attraction of talented early career academics in South African higher education institutions

Leadership Talent Mindset as a Predictor of the Motivation and Retention of Junior Correctional Officials

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