analyzing the relationship between talent management and job performance

Abstract

Purpose :The talent management is a new phenomenon of foregoing human resource management to achieve organizational performance. Human resource professionals have accepted that only talent is the valuable and longer resource to face the competition in business world. Talent management strategies mainly consist of four dimensions select and identifying talent, attract talent ,developing talent and retaining talent. Even though many researchers have proved that talent management make positive impact on employees performance, some other authors and practitioners argued contrast to this phenomenon. Hence, the purpose of this paper is to review the literature in order to identify how talent management impact on employee performance and how can employee performance affected by the age . Design/Methodology/Approach: This research explored the four talent management dimensions in details ,adverse effects and possible results that could be useful in limiting the rate of talent management on job performance . The method used for collection of the data was an electronic questionnaire which automatically recorded and categorized respondents’ answers. The researcher distributed the survey link to over 400 respondents in order to test the level of impact of talent management on job performance and how can age affect job performance. A total of 480 questionnaire were returned complete and valid with 80% responses rate. The sample comprised respondents from both product and services- oriented sectors. Findings : Results showed that talent management tools have a positive effect on job performance , and the age of employee also positively affected the job performance.Also results revealed that the employees performance increases in relation to better talent management more in males specifically above age of 40.