THE RHETORIC OF TALENT DEVELOPMENT PRACTICES AND EMPLOYEE JOB SATISFACTION IN THE GAMBIA PUBLIC SECTOR: EVIDENCE FROM THE NATIONAL ROAD AUTHORITY

Abstract

Talent retention has increasingly become a major concern for organizations seeking to maintain a competitive edge 
and achieve long-term sustainability. This study examines the role of talent retention in enhancing organizational 
success and employee satisfaction, with specific attention to impact of training and development, work-life balance, 
reward systems and welfare policies on organizational performance.  The research was conducted at the National 
Roads Authority the Gambia, targeting a population of 55 employees. A descriptive research design was adopted, 
utilizing a quantitative approach with survey questionnaires as the primary data collection tool. The data collected 
were analyzed using both descriptive and inferential statistics to accurately summarize the variables and identify key 
patterns. Multiple regression analysis was employed to examine the relationship between the independence variable, 
talent retention and the dependent variable, job satisfaction. The findings revealed talent retention variables such as 
training and development, reward system, welfare policy and work life balance had significant influence on job 
satisfaction with p-values below 0.05. The study concludes that talent retention is not only vital for reducing 
employee exit but also for sustaining organizational growth and competitiveness. The study recommended that 
organizations must continuously assess their human resource practices and adopt modern practices that promote 
employee welfare, foster work life balance, and invest in training and development initiatives to strengthen long
term employee satisfaction and organizational performance