THE EFFECT OF TALENT MANAGEMENT PRACTICES ......board (Wellins, Smith and Erker, 2009). Ability the board has been a top need in the created nations throughout recent decades as communicated

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International Journal of Management (IJM) Volume 11, Issue 9, September 2020, pp. 1281-1287, Article ID: IJM_11_09_123 Available online at http://iaeme.com/Home/issue/IJM?Volume=11&Issue=9 ISSN Print: 0976-6502 and ISSN Online: 0976-6510 DOI 10.34218/IJM.11.9.2020.123 :

© IAEME Publication Indexed Scopus

THE EFFECT OF TALENT MANAGEMENT PRACTICES ON EMPLOYEE PERFORMANCE

Dr. Muskan Nagi Assistant Professor, Gulf University. Bahrain

Yousif Mohammed Ali Research Student, Gulf University, Bahrain

ABSTRACT Nowadays, the competition is very sharp amongst the organization; the most

important issue for organization is to achieve perfect performance by the employee. Therefore, talent management is becoming more important and getting more priority

around the world. In order to attract and retain the talented employee the organization should have positive employer brand. The talented employees must have

significant contribution to the companies and drive the companies by their competency and ability to achieve the organization goals. The study is conducted to

examine the impact of talent management on KMC employees’ performance. The result found a significant relationship between talent management and employee

performance. Key words: Talent Management, Employee performance, Human Resources Management.

Cite this Article: Muskan Nagi and Yousif Mohammed Ali, The Effect of Talent Management Practices on Employee Performance, International Journal of

Management, 11(9), 2020, pp. 1281-1287. http://iaeme.com/Home/issue/IJM?Volume=11&Issue=9

1. INTRODUCTION Talent management is a significant doings as it enables an organization to have the right

people with the skills and expertise to meet the instant and future needs of the firm. The procedure covers exercises, for example, choice, advancement, progression and execution the board (Wellins, Smith and Erker, 2009). Ability the board has been a top need in the created nations throughout recent decades as communicated in writing for nations, for example, the

UK, USA, France, China, and Australia (Coulson-Thomas, 2012, Chugh and Bhatnagar, 2011, Egerová, 2013, Lewis and Heckman, 2011). These examinations show that the

misgiving and quest for ability is all inclusive. In the US for example, the Bureau of Labor and Statistics demonstrated that in 2010 the US had a deficiency of 10,033,000 out of which, ability was generally needed by businesses (Pfeffer and Sutton, 2011).

The Effect of Talent Management Practices on Employee Performance


As per a worldwide overview that was led by Stavrou-Costea and Morley (2011) that focused 26 nations and 32,000 representatives uncovered that lack of ability in business

substances as undermining execution. Development industry simply like some other endeavor needs a skilled worker. Piansoongnern and Anurit (2010) contend that Africa has a reflex, complex conundrum in that on one hand, it has high joblessness rates yet chiefs gripe that they are lacking in ability, and are eager to select ability whenever. The test with Africa is that throughout the years, the landmass has endured cerebrum channel, as skilled representatives look for greener fields in Europe and America (Lewis and Heckman, 2011). Kambui, (2014) similarly contends that ability the board in Africa has been a significant test because of poor pay by organizations, and event of uncompetitive workplace that effect contrarily on worker execution and want to stay with the organization.

Ability the executives are accordingly fundamental for representative execution. As indicated by Heinen and O'Neill (2004), ability the board is the most ideal method for bridling representatives potential and upgrading execution. The perfect ability the board framework is

one where all workers comprehend the crucial the association, how far they are towards accomplishing the association's objectives, and the aptitudes required to improve execution

and help the association understand its fantasy. Ability the executives improve worker execution and lift the profitability of an association (Armstrong and Baron, 2007). In this

examination will talk about ability the executives practice and how it impact on representative execution.

2. LITERATURE REVIEW As the TM was framed in the 1990's, it has high degree in the professional and scholarly intrigue likewise it has been progressively in the realm of HR the board (Cooke et al., 2014; Collings and Mellahi, 2009; Cascio and Aguinis, 2008; CIPD, 2006). The consequence of its

fame, nobody have an uncertainty that TM is a particular region with an exact and clear comprehension to what is need really. In any case, it uncover an entire perspective on the

writing by Lewis and Heckman (2006) that there is no unmistakable picture about the definition and the objectives of entire TM. Ashton and Morton (2005) has arrived at an

outcome that there is no single all inclusive definition for the TM. Truth be told, Cappelli and Keller (2014) referenced that TM is in addition the standard definition".

The critical step of the definition the idea is in the assortment of how every professional and scientists see it. For instance, Gallardo-Gallardo et al. (2013) and Ulrich and Smallwood (2011) sees that the definition can be whatever the author or the or business pioneer needs. Since each individual have his very own thought regarding what the definition do and what

not include mean-infer. What's more, it is become obviously scholastically. (Gallardo-Gallardo et al., 2013) and HR professional (Tansley et al., 2007) the definition is affected by the kind of the business or work field in exceptionally high that is included to the utilization of idea. Therfore, as per CIPD (2007) a study that Towers Perrin compay made show that any

organization remembered for the study utilize a similar definition. Also, the pre-owned definition rely upon that none of the organizations overviewed utilized a similar definition,

and definitions received relied upon vital authoritative work, sort of association, entire focused condition and different elements. Be that as it may, there is a few endeavors to decide

the idea. One of these conventional idea presented by Collings and Mellahi (2009). They contend that TM start from decide the vital places that differentially contribute in the upper hand for the association

3. RESEARCH OBJECTIVES:

Muskan Nagi and Yousif Mohammed Ali


The purpose of the study was to examine the effect of talent management practices on employee performance among construction activities within KMC Company in Bahrain.

3.1 Research Questions 1-To what extent do talent management practices effect on employee performance?

3.2. The Variable Dependent variable: Employees performance Independent variable: Talent Management

3.3. Hypothesis H1: There is a significant relationship between the talent management practices and employee performance.

3.4. Research Framework

Figure 1

3.5. Population & Sample S izeThe target population comprised of management and non-management employees of KMC in

Head office located in Bahrain. Total number of respondents was 120. Random sampling techniques were practiced and it was assured that information will be kept confidential.

4. DATA ANALYSIS 4.1. elation Analysis Corr

Table 1



Correlation analysis used in this study to find the relationships between the variables and based on the result the study shows that there are significant relationships between talent

management and employee performance

Table 2

4.2. Regression Analysis Regression analysis is a method to examine the relationship between two or more variables.

As the significant value shows more than 0.5 which states that it is non significant in nature. Hence there is NO Significant (negative relationship) relationship between the

variables

Table 3



4.3. Data Analysis and Discussion on Result The findings of this study show that there are significant results of the study that include the statistically significant relation between talent management and employee performance. There

exists a significant relationship statistically between talent management and employee performance.

4.4. Discussion This study found from its findings that there is significant relationship between talent

management and employee performance. In this point the findings is in line with another study findings by Agrela 008) who stated that talent management make the organization –(2able to improve its performance by the talent management. Moreover Agrela (2008) said that –talent management make the organization able to focus on factors that impact on employee retention and that will led to grow the organization and the employee performance will be improved by talent management within the company.

The findings of the present study found that a lot of participants believe that if the company gives more responsibility that will make the employee have better performance.

5. CONCLUSION The study has concluded that the training and talent management practice are an important for organization and plays vita role in talent management strategy which support and boost the employee performance. This practice improve the skills and knowledge that are required to the employee in order to do his job very well and It well add to the employee competency in the long-term and it is critical to the performance employee in overall. This study showed that

when any organization invests money and effort in training and talent management, performance of employee will get improved. The relationship between talent management and employee performance is significant.

RECOMMENDATION In order for KMC Company to improve the employee performance, it is necessary for

organization to plays more attention and care more on developing program which is not important only but it will boost the employee competitiveness. The program must be designed by involving both parties the management and employees. The employees are very important

element to help in success or failure the developing program, Therefore the management should not ignore them. Moreover during designing the career development, the management of KMC Company should examine with similar organization in same sector to enhance career development of the KMC employees. After designing and implementing the training program which includes the talent management practice, there should be measurement of the training effectiveness and to make sure that the practice on training programs are the current base on the market needs.

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THE EFFECT OF TALENT MANAGEMENT PRACTICES ......board (Wellins, Smith and Erker, 2009). Ability the board has been a top need in the created nations throughout recent decades as communicated