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Impact of Talent Management Practices on Organizational Performance


There are many researches to analyze the impact of TM on human resource management. The role of talent management helps to hire the right people and managing it properly by developing the policies of the strong management (Ambrosius 2018). The talent management develops the strong policies of the management and makes business decision. The talent management focuses on the best process of recruiting by defining the description of the job. The management process helps to build and retain the workforce to achieve the goals of the organization. Talent management has become part of the Human Resource with the administration  and service delivery of the Human Resource.


H0: A positive link between the talent management and the performance of the organisation

H1:  A relationship is there between the Talent Management and the performance of the organisation

H3: There is a link between between how the Talent management is defined among the organisation.

H4: There is a link to enhance the performance of the organisation

Research Aim and Objectives:

The aim of the study is to retain employees , develop skills and to improve the performance.

The objectives are:

To analyze effect of Talent Management Pratices on performance of the organization.

To know the importance of the Talent Management

To analyze the process of the Talent Management by the department of the organization.

To study the pratices of Talent Management in driving the performance of the organization.

To enhance level of Talent Management based on collection of data.

According to Johennesse and Chou (2017), the talent management correlates to the performance of  organisation while the Khoreva, Vaiman and Van Zalk (2017) states that the TM offers benefits to increase the costs of the recruitment and enhances the advantages of the organisation.The understanding of the talent management varies across the organisation in the 21st century. This occurs as both the positive and negative side of the talent management on the performance of the organisation should be tested. A literature review states that talent management is the best human resource whose performance is analysed by the organisation. Krishnan and Scullion (2017) states that talent management is an ability of the human being which consists of the profiency and the skilfulness for the improvement. Retention of the best employees is a major rational in the management of the human resource.

A literature review states that the talent management has been evolved from the basics of the managerial to pratices of the deeper huma resource like the recruiting and developing the talented staff. Narayanan, Rajithakumar and Menon (2019) states that the new direction in the management of talent is provided and promotes feedback to develop the innovative ways to analyze the talented employees which helps to create a powerful relationship with the educated institutions.  Sheehan, Grant and Garavan (2018) states along with the positive side of the talent management there is also negative side to it sometimes the company fails to understand the right talent and 40% of the individual may belong over there. Talents should be indentified by the manager who relies on the instinct snd varies widely in that criteria.

Research Aim and Objectives

Research Methodology

The methodology consists of the following:

Research Philosophy 

To analyse and develop a particular study , a research philosophy is needed. The research philosophy depends on the freedom of the reality from the mind of the human. (Whysall, Owtram and Brittain 2019). The philosophy is on the scientic approach on the development of  the knowledge.This realism shows the personal senses of the world.

Research Design

The researcher has used exploratory research design . The concept of the exploratory design develops a relationship between the two variables (Yaseen, Shatnawi and Obeidat  2018) .The exploratory research explores various levels  of the depth. Explorary design forms the intial research as well as the conclusive research. This research also helps to tackle the new problems on the previous research. This also determines the design of the research and the method of the data collection.

Data Collection Method

The secondary data collects the data in this particular study. The secondary sources includes all data which is available in the online platform.

Sampling Method

The technique of the probability sampling is used for the research in this study. This method of sampling identifies the appropriate frame of the sampling based on the question . This sampling helps to reduce the systematic error and rises the accuracy of the error of the sampling. Inferences from the population can also be made from the probability sampling.

Data Analysis Technique :

The data has been analysed from qualitative technique. The qualitative research helps to provide a definitive explanation which allows the business to adapt a perspective shift. (Sheehan, Grant and Garavan, 2018). This research helps to maintain the consumer relationship. This process of the qualitative research uses a smaller size of sample and helps to provide the insights to the specific industry.

Ethical Consideration

Strict Ethical Guidelines will be maintained during the research. The activity of the plagiarism is also avoided with the help of the referencing. This approach violates the norms and the regulation of the guideslines ethically.

Limitation Of the Study:

The researcher uses the statistical tool which are relevant to the study . The population does not result in the generalizability. The size of the sample is limited. The factor of time conducts the study of the research in a limited way. The selected dimension leads to the limited application of the research.


The effect of the talent management is captured by the previous studies and gaps exist by giving an paucity of the information , where the evidence shows the impact of the talent management in the in the western countries such as United States . The impact of the talent management has surfaced many views based on various articles (Krishnan and Scullion 2017). The right talent management can align the core process of the Human Resource. The integrated Talent management shares the data across the system for easy understanding of the data. Talent Management helps to recruit the talented candidates by integration of the task such as description of the  job and managing offers.


Ambrosius, J., 2018. Strategic talent management in emerging markets and its impact on employee retention: Evidence from Brazilian MNCs. Thunderbird International Business Review, 60(1), pp.53-68.

Johennesse, L.A.C. and Chou, T.K., 2017. Employee Perceptions of Talent Management Effectiveness on Retention. Global Business & Management Research, 9(3).

Khoreva, V., Vaiman, V. and Van Zalk, M., 2017. Talent management practice effectiveness: investigating employee perspective. Employee Relations.

Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small and medium enterprises. Human Resource Management Review, 27(3), pp.431-441.

Narayanan, A., Rajithakumar, S. and Menon, M., 2019. Talent management and employee retention: An integrative research framework. Human Resource Development Review, 18(2), pp.228-247.

Saddozai, S.K., Hui, P., Akram, U., Khan, M.S. and Memon, S., 2017. Investigation of talent, talent management, its policies and its impact on working environment. Chinese Management Studies.

Sheehan, M., Grant, K. and Garavan, T., 2018. Strategic talent management. Worldwide Hospitality and Tourism Themes.

van Zyl, E.S., Mathafena, R.B. and Ras, J., 2017. The development of a talent management framework for the private sector. SA Journal of Human Resource Management, 15, p.19.

Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of Industry 4.0. Journal of management development.

Yaseen, H., Shatnawi, Y. and Obeidat, B., 2018. Reviewing the literature of the effect of talent management on organizational effectiveness. Journal of Social Sciences (COES&RJ-JSS), 7(2), pp.139-156.

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