Talent Management and Employee Job Performance in The Retail Sector of China

Abstract

With the development of talent management among companies, one of the major objectives of leaders is to improve employee’ performance. Retail business in China are considering incorporating talent management into their future plans to promote better outcomes among employees. By analyzing talent management, recruitment, training, and performance recognition are identified as the 3 dimensions of talent management to get closer look on how employees’ job performance is related to them. The main objective of the study is to analyze the relationship between employee job performance and the talent management strategy in the retail sector in Yunnan, China. The study aims to focus on the employees’ job performance with the intention to determine the relationship between talent management and employees’ performance within the context of retail business in China. 223 questionnaires were received with completed data. To get a rather comprehensive collecting of data, the sample will be from different companies in the retail industry in Yunnan, across various types of trading, including other online and in-store retailing. The study used questionnaires to collect perceptions toward talent management and job performance. The study’s quantitative data was entered into the social sciences statistical software for descriptive statistics and Spearman correlation analysis. As 3 dimensions of independent variables: Recruitment, training, and recognition are all considered by the majority of the respondents to be important and necessary since the results of analysis between 3 dimensions of talent management and employee performance have all demonstrated rather strong positive correlations. In addition, the importance of on-job training and new staff training are strongly related to employee performance; employees have strong desire to be recognized, and recognition is strongly related to employee performance.