Abstract:
The aim of the study was to examine the contribution of talent management practices at the National
University of Lesotho in the retention of talented academics. The university has immense competition
within the local, regional and international labour market. It isthreatened by high mobility and low retention
of highly qualified staff, which has affected the quality of learning, especially postgraduate programmes.
The study employed Bourdieu’s social theory and Adam’s theory of equity as a theoretical lens to
understand talent management practices to retain talented academics. Bourdieu’s theory was used to offer
insight on the various forms of capital, and how the capitals could be instrumental in the design and
implementation of talent management practices in order to increase retention of talent in universities. In
this study ‘talent’ is used to refer to holders of doctorates, associate professors and professors or researchers
of new information and theories and inventors of new technology with great potential to make a significant
impact on the university’s productivity. A literature review was undertaken to examine how the social
theory of Bourdieu, particularly the conversion of different kinds of capital (symbolic capital) are used by
the university to recognise the value of talented academics in order to retain these academics. Following a
qualitative methodology and purposive sampling, data was generated through semi-structured interviews
and document analysis to advance a critical and interpretive understanding of the perspectives of talent
management from both management and talented academics in the university. Thematic analysis was used
to synthesise the data. The data from fourteen (14) participants composed of management and academics
revealed that, though the university is implementing talent management practices, it does not have an
official and structured talent management program, which is imperative in retaining academics. This study
concludes by advocating the design and implementation of a formal, contextual and structured talent
management framework, in consultation with all key stakeholders, in order to increase retention of talent
academics in the National University of Lesotho
