Abstract
Talent management has emerged as a critical factor influencing organizational performance and competitiveness in contemporary business environments. This conceptual review examines the state of talent management in Nigeria’s manufacturing sector, interrogating whether it is a practical reality or merely a theoretical construct with limited application. Drawing upon existing literature, this study explores key dimensions of talent management, including talent acquisition, development, retention, and succession planning, while assessing the extent of its implementation in manufacturing industries. Despite the increasing recognition of talent management as a strategic imperative, empirical evidence suggests a gap between theoretical frameworks and actual industry practices in Nigeria. Factors such as inadequate human resource strategies, weak institutional support, and economic instability contribute to the challenges in embedding a robust talent management framework within the sector. Additionally, the review highlights the role of organizational culture, leadership commitment, and technological advancements in shaping talent management outcomes. This study argues that while talent management is theoretically acknowledged in Nigeria’s manufacturing industries, its practical execution remains inconsistent and often superficial. The study underscores the need for a more structured and evidence-based approach to talent management, leveraging policy reforms, capacity-building initiatives, and technology-driven solutions to enhance workforce sustainability. The findings contribute to the discourse on human resource management by bridging the gap between conceptual theories and industry realities, providing insights for policymakers, business leaders, and scholars interested in advancing talent management in emerging economies.
Keywords: Talent Management, Manufacturing Industries, Human Resource Strategies, Workforce Sustainability, Nigeria