Conceptual Framework
Conceptual frameworks of this study show the relationship between the independent and
dependent variables. Organizations that give training and development opportunities to their
employees are more successful. When employees are trained, it helps them attain knowledge and
skills that are requisite to increase productivity hence helps in achieving competitiveness thereby
increasing the productivity and reduction in the rate of attrition (Appiah, Asamoah, 2013).
Osibanjo, Adeniji, Falola and Heirsmac (2014) in their study mention that talent retention is
strategic to the goals of any organization and that it ensures competitiveness, satisfaction,
development as well as better performance of the employees. The study established that there is a
positive relationship between salaries, incentives, bonuses which in turn affect employee
performance. In order to achieve employee satisfaction and retention, it is critical for
organizations to have a structured compensation management system. It depicts how
independent variable under the sub variables of work life balance, training and development and
rewards affect the competitiveness of Universities using the Webometrics ranking and students’
enrolment. These variables were developed based on the literature review and the purpose of this
study.
Independent Variable Dependent Variable
TALENT RETENTION STRATEGIES UNIVERSITY COMPETITIVEVESS
Training and Development
Job rotation
Mentoring and Coaching Career
development
Rewards system
Reward Management policy
Bonuses and incentives
Pay and grading structure
Universities’ competitiveness
Students Enrolment
Universities’ Webo- metric
Ranking
Work life balance Leave
management Job sharing
Part time
Figure 1: Conceptual
Framework Source: Own
Conceptualization
Limitation of the study
The study sought to establish the relationship between talent retention strategies and
competitiveness of Public Universities in Western Region of Kenya. It is evident that
the results are not conclusive since universities in other regions of Kenya were not
studied. In addition the study only focused on Public Universities leaving out Private
Universities whereas Kenya has many Private Universities. A number of private
universities have their branches in western region of Kenya and the study would have
been more conclusive if Private Universities would have been included. The researcher
mitigated the challenge by tailor making the questions on the questionnaire to reflect
the talent retention strategies and competitiveness of Universities in general rather than
just public universities.
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