ROLE OF TALENT MANAGEMENT AND ITS IMPACT ON ORGANIZATIONAL PERFORMANCE

Abstract

The goal of this study is to evaluate how talent management affects organizational performance. The literature has identified several talent management factors that may be used to explain the complex link between talent management and organizational performance. Organizational performance is dependent on talent management, and four independent variables have been studied in this study: talent attraction, talent retention, training and development, and the mediating variable of employee engagement. This research offers insights into the significance of talent management for organizations and how it improves their performance. Methodology The methodology include quantitative approach, R-square, Cronbach's alpha, validity and reliability for construct, Discriminate Validity, Outer loading: Mean, STDEV, T values, P values Finding The specific objectives were to identify the results of attracting talented people, identify the results of talent retention, identify the results of training, and identify the results of employee outcomes. The study approach uses a survey design with primary data. The research's conclusions suggested a connection between the constructs. Limitations The study is limited in that it does not take into account various moderating and mediating factors that might have an impact on the research. There isn't much study on this subject in Pakistan. Different industries including call centers, hospitals, and construction firms are new marketplaces where Pakistan has yet to experience this idea. Recommendation Recommended that talent management strategies be emphasized since they improve organizational performance. The specific processes should cover career management and learning .The study recommends additional research be done to see if the same outcomes would be attained on other businesses in the same industry as well as other industries