IMPACT OF TALENT MANAGEMENT ON ORGANIZATIONAL PERFORMANCE: ROLE OF EMPLOYEE ENGAGEMENT
Keywords:
Talent management, Organizational Performance, Banking sectorAbstract
Purpose: With the Talent Management(TM) becoming an area of emergent concern in the literature, the purpose of the study is to have deep analysis of the relationship between Talent Management and Organizational Performance.
Design/Methodology/Approach: A quantitative approach was used. Data for this study were collected from private banks via questionnaire. Participants were selected by convenient sampling method and in total 150 respondents completed the questionnaire.
Findings: The results were in positive direction and fulfilled the research aims of the current study. The model extracted on the basis of review of literature has revealed the existence positive relationship between Talent management(TM) and Organizational performance. Further, Employee Engagement moderates the relationship between TM and organizational performance. Which is, again validate through Structure equation modeling.
Contribution: The research provides an immense contribution in the banking sector by providing an insight to look up as how Talent management enhances the Organizational Performance in banks.
Originality/Value: This is an attempt to examine the impact of Talent management on Organizational performance in banking sector.
Implications: The study provides an insight in to practical and theoretical implications in the banking sector which will help the employees in the banking sector to excel.
References
Albion, M. J., &Gagliardi, R. E. (2007). A study of transformational leadership, Organizational Change And Job Satisfaction.
Alfes, K. Truss, C. Soane, E. Rees, C, Gatenby, M. (2010). Creating an Engaged Workforce. London: CIPD
Aljunaibi M. M. (2014). Talent management and employee engagement in UAE oil companies, Desertion.
Bano, S., Khan, M. A., Rehman, Q. H. U., and Humayoun, A. A. (2010). Schematizing talent management: A core business issue. Far East Journal of Psychology and Business, 2(1), 4-16.
Beechler, S., and Woodward, I.C. (2009). The global war for talent. Journal of International Management, 15(3), 273–285.
Chugh, S., and Bhatnagar, J. (2006). Talent management as high performance work practice: Emerging strategic HRM dimension. Management and Labour Studies, 31(3), 228-253.
Davies, B., and Davies, B. J. (2010). Talent management in academies. International Journal of Educational Management, 24, 418–426.
Figliolini, A.J., Hofmann, A., and Kanjirath, T. (2008). Growth in the Middle East and HR capabilities. Dubai: Center for Advancement of Human Resource Studies.
Garrow, V., and Hirsh, W. (2008). Talent management: Issues of focus and fit. Public Personnel Management, 37(4), 389-402.
Hilal, M. (2012). Talent Management. Improve performance and development publication and distribution. Cairo. http://eprints.usq.edu.au/3098/1/Albion_Gagliardi.pdf
Hughes, J. C., and Rog, E. (2008). Talent management: A strategy for improving employee recruitment, retention and engagement within hospitality organizations. International Journal of Contemporary Hospitality Management, 20, 743–757.
Iles, P. (2008). Talent balancing: Staffing your company for long-term success. Human Resource Development International, 11(2), 215–218.
Kaur, R. (2013). Empirical study of talent management program and its impact on the employee’s retainment and performance in Indian supermarket big bazaar. Human Resource Management Research, 3(3), 61-70.
Lebans, M., Euske, K. (2006). A conceptual and operational delineation of performance, Business Performance Measurement, Cambridge University Press
Lockwood, N. R. (2006). Talent management: Driver for organizational success. The Society for Human Resource Management Research Quarterly, 2-11.
Lusthaus, C., Adrien, M.-H. (1998). Organizational assessment: A review of experience, Universalia, 31
MacLeod, D. Clarke N. (2009). Engaging for Success: Enhancing performance through employee engagement. London: BIS
MacLeod, D. Clarke N. (2014). Employee Engagement: An analysis based on the workplace employee relations study, London: ACAS
McCauley, C., and Wakefield, M. (2006). Talent management in the 21st century: Help your company find, develop, and keep its strongest workers. Journal for Quality and Participation, 29(4), 4–7.
Mosadeghrad, A.M. (2003). Principles of Health Care Administration. Tehran: Dibagran Tehran.
Nankervis, A. R. (2013). Building for the future? Government and industry responses to the challenges of talent management in China following the GFC. Asia Pacific Business Review, 19(2), 186–199.
Purcell, J. (2010). Building Employee Engagement. London: ACAS
Ready, A. D., and Conger, A. J. (2007). Talent factory. Harvard Business Review, Douglas A. Ready and Jay A. Conger
Schiemann, W. A. (2014). From talent management to talent optimization. Journal of World Business, 49, 281–288.
Schweyer, A. (2004). Talent management systems: Best practices in technology solutions for recruitment, retention and workforce planning. Hoboken, NJ: Wiley.
Silzer, R., and Church, A. H. (2010). Identifying and assessing high-potential talent: Current organizational practices. In R. Silzer and B. E. Dowell (Eds.), Strategy-driven talent management: A leadership imperative (pp. 213–279). San Francisco: Jossey- Bass.
Thunnissen , M., Boselie, P. and Fruytie, B. (2013): A review of talent management: Infancy or adolescence? The International Journal of Human Resource Management, 24(9), 1744-1761.
