Abstract
The COVID-19 epidemic has brought attention to the vital role of effective talent management in organisational sustainability. Talent management strategies enable organisations to optimize talent retention, cultivate organisational capabilities, and maintain a competitive edge. However, most South African public institutions face talent management challenges. A review of current literature reveals a scarcity of research on talent management practices within the South African public health sector. Hence, to close the gap, this study explored the effectiveness of talent management strategies within the Free State provincial department of health. This qualitative study utilized purposive sampling to recruit fourteen employees from Tokollo and Mafube hospitals, representing various organisational levels. Additionally, the study used semi-structured interviews (n=13 face-to-face, n=1 virtual) to gather in-depth data on the effectiveness of talent management strategies. The findings reveal a mixed landscape of effectiveness. Notably, employee benefits and rewards, and training and development emerged as effective strategies. On the other hand, participants exhibited polarized views on performance management's effectiveness (n=6 positive, n=6 negative). Conversely, the study found workforce planning and staffing, succession planning, staff recognition policy, and the retention policy as ineffective talent management strategies. These results offer insightful information for healthcare organisations seeking to optimize talent management practices. Hence, the findings will contribute to the creation of evidence-based talent management strategies for improved organisational performance and sustainability.