Human Resource practitioners’ perspectives on talent management in the South African gold-mining sector

Orientation: The South African gold-mining sector is in decline and faces numerous challenges, particularly regarding talent management. Research purpose: The purpose of the study was to explore the perspectives of Human Resource (HR) practitioners on talent management in the South African gold-mining industry. Motivation for the study: While the mining sector makes a significant contribution to the South African economy, it faces several operational and human capital challenges, one of which is talent management. Research approach/design and method: The study adopted an interpretivist paradigm, employing qualitative research methods. A qualitative descriptive design was utilised, with data collected through semi-structured interviews. Main findings: The study found that HR practitioners conceptualise talent management as a systematic approach aligned with organisational strategy, involving the identification, development and retention of talent; gold-mining companies adopt an ethical and responsible approach to talent management and gold-mining companies prefer to nurture internal talent rather than recruiting top talent externally. Practical/managerial implications: Based on the findings, it is evident that developing formal procedures for talent management is essential to clarify the roles of various structures within the talent management process and promoting responsible talent management is crucial. Contribution/value-add: This study contributes to the limited research on HR practitioners’ views of talent management within the gold-mining industry. The study highlights the need for formalised talent management practices to clarify stakeholder roles, improve implementation oversight and prevent inefficiencies. Furthermore, advocates for a more inclusive and responsible approach to talent management, one that recognises potential, enhances internal mobility and addresses the sector’s challenges in attracting external talent.