Global Journal of Management and Business Research, A: Administration and Management, Volume 21 Issue 12

employees are adequately invested in, well managed and retained, they will be innovative and creative, readily useful and available to the organization to do the right job for all the right reasons, and goal achievements becomes glaring and tangible. III. M ethodology This study adopted survey design since it involves the field enquiries by collecting data using questionnaire from the target population. The target population of this study consists of 1,974staff of Benue State University (comprising of 718 academic, 631 non- academic senior staff and 623 junior staff). Using Taro Yamene’s formula, 333 respondents made the sample size for the study. The questionnaire was used as the major instrument of data collection. A pilot study was conducted to test the accuracy and the consistency of the research instrument. The result shows that all the constructs were reliable (consistent). Data were statistically analyzed after being collected from the field using Multiple Regression Analysis as the main IV. R esults and D iscussion a) Test of Hypotheses Test of hypotheses is done using regression analysis as the major technique, with aid of SPSS version 23. This is presented and discussed under model summary, ANOVA and regression coefficients. Table 1: Model Summary Model R R Square Adjusted R Square Std. Error of the Estimate Durbin-Watson 1 .53 .426 a .416 .89538 .000 a. Predictors: (Constant), Mentoring, Coaching, Career development b. Dependent Variable: Employee Performance Source: SPSS output of field survey, 2021. The result in Table 1 showed that the regression coefficient, R = .53(53%) has a positive relationship between the independent variables and dependent variable. The coefficient of determination (R 2 Table 2: Analysis of Variance (ANOVA) ) = .426 explains the extent to which changes in the dependent variable can be explained by the change in the independent variables or the percentage of variation in the dependent variable (employee performance) that is explained by all the independent variables (career development, coaching mentoring). The coefficient of determination showed that 42.6 % of the variation in employee performance in Benue State University is explained by career development, coaching and mentoring. Model Sum of Squares Df Mean Square F Sig. 1 Regression 104.723 3 34.922 43.555 .000 b Residual 141.068 300 .802 Total 245.800 303 a. Dependent Variable: Employee Performance b. Predictors: (Constant),Mentoring, Coaching, Career development Source: Field Survey, 2021. The result in Table 2 showed the F-value = 43.555 and the significance level = .000 (F = 43.555, P .000 < 0.05). This implies that over all regression model is statistically significant, valid and fit. The valid regression model implies that all independent variables (career development, coaching and mentoring) are capable of explaining the positive effect on the dependent variable (employee performance in Benue State University). Table 3: Regression Coefficient Model Unstandardized Coefficients Standardized Coefficients T Sig. B Std. Error Beta 1 (Constant) .1481 .181 2.663 .008 Career development .148 .064 .155 2.292 .023 Coaching 292 .063 .319 4.662 .000 Mentoring .336 .064 .342 5.266 .000 a. Dependent Variable: Employee Performance Source: Field Survey, 2021. 27 Global Journal of Management and Business Research Volume XXI Issue XII Version I Year 2021 ( ) A © 2021 Global Journals Effect of Talent Development on Employees Performance; A Case study of Benue State University, Makurdi statistical technique with the aid of SPSS Version 23to explain the effect of talent management on employee performance in Benue State University. The explicit form of the regression model for the study is stated thus: Y = a + β 1x 1 + β 2x 2 + β 3x 3 where: Y= Employee Performance X 1 = Career development X 2 = Coaching X 3 = Mentoring α = Intercept of the Model (constant) β 1 to β 3= coefficients of X 1 , X 2 and X 3 respectively