Impact of Talent Management Practices on Employee Performance
An Empirical Study Among Healthcare Employees
Purpose- The purpose of this study was to determine the effect of talent management practices on employee performance among employees working in healthcare organizations of Pakistan.
Design/Methodology- This study employed a cross-sectional design and quantitative approach. To select the sample from the population convenience sampling was utilized. The sample of the study was comprised of 364 employees working in healthcare organizations to determine the performance of employee because of talent management practices. Questionnaire was used for collection of data.
Findings- The outcomes of the study revealed a significantly positive effect of talent management practices i.e. recruitment and selection for talent attraction, coaching and mentoring for learning and development of talent, compensation for retention of talent on employee performance.
Practical Implications- The results of study might help human resource management department of health care organizations through executing practices to manage talented employees can help them to motivate employee to perform effectually to meet the organizational objectives. Health care organizations should develop strategies and practices to manage the talent to be able to embrace changes through attracting, developing and retaining the talented employees to tackle the current and future needs of organization.
Achi, S. E., & Sleilati, E. (2016). The effect of coaching on employee performance in the human resource management field: the case of the Lebanese banking sector. International Journal of Trade and Global Markets, 9(2), 137. doi: 10.1504/ijtgm.2016.076321
Alruwaili, N. F. ((2018)). Talent Management and Talent Building in Upgrading Employee Performance. European Journal of Sustainable Development,, 7(1), 98–106. .
Anosh, M., Hamad, N., & Batool, A. (2014). Impact of Recruitment and selection of HR Department Practices. European Journal of Business and Management, 6(31), 200–205.
Armstrong, M. (2006). A handbook of human resource management practice ((10th ed). ed.). London; Philadelphia: Kogan Page.
Bratton, J., & Gold, J. (2017). Recruitment, Selection and Talent Management. London: UK.: Macmillan Education.
Buta, S. (2015). Human Capital Theory and Human Resource Management. Implications in Development of Knowledge Management Strategies. Ecoforum,, 4(1), 8.
Cappelli, P., & Keller, J. (2014). Talent Management: Conceptual Approaches and Practical Challenges. Annual Review of Organizational Psychology and Organizational Behavior,, 1(1), 305–331.
Chiekezie, O. M., Emejulu, G., & Nwanneka, A. (2017). Compensation Management and Employee Retention of Selected Commercial Banks in Anambra State, Nigeria. Archives of Business Research, 5(3), 115-127.
Collings, D. G., Scullion, H., & Vaiman, V. (2015). Talent management: Progress and prospects. Human Resource Management Review, 25(3), 233–235.
Dessler, G. (2013). Human resource management ((13th ed). ed.). Boston: : Prentice Hall.
Dixit, S., & Dean, A. (2018). The Impact of Talent Management on Job Satisfaction and Employee Performance in Public Sector Banks of Rajasthan. International Journal of Creative Research Thoughts, 6(1), 425–435.
Eby, L. T. d. T., Allen, T. D., Hoffman, B. J., Baranik, L. E., Sauer, J. B., Baldwin, S., … Evans, S. C. (2013). An interdisciplinary meta-analysis of the potential antecedents, correlates, and consequences of protégé perceptions of mentoring. Psychological Bulletin, 139(2), 441–476.
Gupta, M., & Aggarwal, K. (2012). Talent Management Strategy: A Study of Private Banks in India. Asian Journal of Multidimensional Research, 1(4), 30–58.
Hameed, M. A., Ramzan, M., Zubair, H. M. K., Ali, G., & Arslan, M. (2014). Impact of Compensation on Employee Performance (Empirical Evidence from Banking Sector of Pakistan). International Journal of Business and Social Science, 5(2), 302–309.
Haque, M. F., Haque, M. A., & Islam, S. (2014). Motivational Theories - A Critical Analysis. ASA University Review, 8(1), 61-68.
Ibidunni, S., Osibanjo, O., Adeniji, A., Salau, O. P., & Falola, H. (2016). Talent Retention and Organizational Performance: A Competitive Positioning in Nigerian Banking Sector. Periodica Polytechnica Social and Management Sciences, 24(1), 1-13.
Ingram, T., & Glod, W. (2016). Talent Management in Healthcare Organizations - Qualitative Research Results. . Procedia Economics and Finance, 39, 339-346.
Jerome, D. N. (2013). Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource and employee’s performance. International Journal of Business and Management Invention, 2(3), 39-45.
Jiang, Z., Xiao, Q., Qi, H., & Xiao, L. (2009). Total Reward Strategy: A Human Resources Management Strategy Going with the Trend of the Times. International Journal of Business and Management,, 4(11), 177-183.
Jolaosho, S., Olayink, A., S., , Raji, O. A., & Akintan, I. (2018). The Effect of Recruitment and Selection Process on Job Performance in Telecommunication Industry in Nigeria: An Assessment of MTN Customer Service Centre Abeokuta. International Journal of Management and Economics Invention, 4(2), 1639-1651.
Jones, R. J., Woods, S. A., & Guillaume, Y. R. F. (2016). The effectiveness of workplace coaching: A meta-analysis of learning and performance outcomes from coaching. Journal of Occupational and Organizational Psychology, 89(2), 249-277.
Jyoti, J., & Sharma, P. (2015). Impact of Mentoring Functions on Career Development: Moderating Role of Mentoring Culture and Mentoring Structure. Global Business Review, 16(4), 700-718.
Kaur, A. (2013). Maslow’s Need Hierarchy Theory: Applications and Criticisms. Global Journal of Management and Business Studies, 3(10), 1061-1064.
Khakwani, S., Aslam, H. D., Azhar, M. S., & Mateen, M. M. (2012). Coaching and Mentoring for Enhanced Learning of Human Resources in Organizations: (Rapid Multiplication of Workplace Learning to Improve Individual Performance). Journal of Educational and Social Research, 2(1), 257-266.
Mabaso, C. (2016). The Influence of Compensation and Performance Management on Talent Retention
Global Journal of Management and Business Research: An Administration and Management,16(10), 38-46.
Mangusho, Y. S., Murei, R. K., & Nelima, E. (2015). Evaluation of Talent Management on Employees Performance in Beverage Industry: A Case of Delmonte Kenya Limited. International Journal of Humanities and Social Science, 5(8), 9.
Mary, O. E., Enyinna, U. K., & Ezinne, K. M. (2015). The Relationship Between Talent Management and Employees Performance in Nigerian Public Sector. International Journal of Economics, Commerce and Management,, III (5), 1581-1592.
Mccracken, M., Mcivor, R., Treacy, R., & Wall, T. (2017). Human Capital Theory: Assessing the Evidence for The Value and Importance of People to Organisational Success.: CIPD Publications.
Mkamburi, M., & Kamaara, D. M. (2017). Influence of Talent Management on Employee Performance at The United Nations: A Case of World Food Programme. The Strategic Journal of Business and Change Management,, 2(3), 28-48.
Mundia, C. N., & Iravo, M. (2014). Role of Mentoring Programs on the Employee Performance in Organizations: A Survey of Public Universities in Nyeri County, Kenya. International Journal of Academic Research in Business and Social Sciences, 4(8), 393-412.
Muriithi, F. W., & Makau, M. (2017). Talent Management: A Conceptual Framework from Review of Literature and a Research Agenda. Journal of Human Resource Management, 5(6), 90-94.
Ndolo, F., Kingi, D. W., & Ibua, D. M. (2017). Effect of Talent Management Practices on Employee Performance among Commercial Based State Corporations in Kenya. International Journal of Management and Commerce Innovations, 5(1), 580-591.
Neupane, R. (2015). Effects of Coaching and Mentoring on Employee Performance in the UK Hotel Industry. . International Journal of Social Sciences and Management,, 2(2), 123-138.
Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric theory. New York: McGraw-Hill.
Nzewi, H. N., & Chiekezie, O. (2016). Talent management and employee performance in selected commercial banks in Asaba, Delta State, Nigeria. European Law Review, 8(1), 56-71.
Oaya, Z. C. T., Ogbu, J., & Remilekun, G. (2017). Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria. International Journal of Innovation and Economic Development, 3(3), 32-43.
Ofobruku, S. A., & Nwakoby, N. P. (2015). Effects of Mentoring on Employees’ Performance in Selected Family Business in Abuja, Nigeria. Singaporean Journal of Business Economics and Management Studies, 4(9), 29-50.
Oladapo, V. (2014). The Impact of Talent Management on Retention. Journal of Business Studies Quarterly, 5(3), 19-36.
Osibanjo, O. A., Adeniji, A. A., Olubusayo, H., & Heirsmac, P. T. (2014). Compensation packages: a strategic tool for employees’ performance and retention. Leonardo Journal of Sciences(25), 65-84.
Pahos, N., & Galanaki, E. (2018). Staffing practices and employee performance: the role of age. Evidence-Based HRM. A Global Forum for Empirical Scholarship.
Paleri, P. (2018). Capital Human (In P. Paleri (Ed.), Human Investment Management: Raise the Level by Capitalizing Human ed.). Singapore: Springer.
Rabbi, F., Ahad, N., Kousar, T., & Ali, T. (2015). Talent Management as a Source of Competitive Advantage. Journal of Asian Business Strategy, 5(9), 208-214.
Rahmany, S. M. (2018). The Effect of Recruitment and Selection Process on Employees’ Performance: The Case Study of Afghanistan Civil Servant. International Journal of Business and Management Invention, 7(2), 61-71.
Raza, B., Ali, M., Garrison, L., Ahmed, S., & Moueed, A. (2017). Impact of Managerial Coaching on Employee Performance and Organizational Citizenship Behavior: Intervening Role of Thriving at Work. Pakistan Journal of Commerce and Social Sciences, 11(3), 790-813.
Saifalislam, K., Osman, A., & AlQudah, M. (2014). Human Resource Management Practices: Influence of recruitment and selection, and training and development on the organizational performance of the Jordanian Public University. Journal of Business and Management, 16(5), 43-46.
Schuler, R. S., Jackson, S. E., & Tarique, I. (2011). Global talent management and global talent challenges: Strategic opportunities for IHRM. Journal of World Business, 46(4), 506-516.
Scullion, H., & Collings, D. (2011). Global Talent Management (1 edition ed.). New York: Routledge.
Shaikh, M. R., Tunio, R. A., & Shah, I. A. (2017). Factors Affecting to Employee’s Performance. A Study of Islamic Banks. International Journal of Academic Research in Accounting, Finance and Management Sciences, 7(1), 312-321.
Sharma, D. R. (2013). The Impact of various components of Compensation on the Motivation level of employees - A comparative study of selected Indian Public and Private sector Banks. International Journal of Application or Innovation in Engineering & Management, 2(7), 511-516.
Singh, K. (2004). Impact of HR practices on perceived firm performance in India. Asia Pacific Journal of Human Resources, 42(3), 301-317.
Stahl, G. K., Björkman, I., Farndale, E., Morris, S. S., Paauwe, J., & Stiles, P., … Wright, P. M. (2007). Global talent management: How leading multinationals build and sustain their talent pipeline. Fontainebleau: INSEAD(Faculty and Research Working Papers).
Sulaefi. (2018). The Influence of Compensation, Organization Commitment and Career Path to Job Performance Employees at Kardinah Hospital Tegal Indonesia. American Scientific Research Journal for Engineering, Technology, and Sciences, 47(1), 66-75.
Tabouli, E. M. A., Habtoor, N., & Nashief.S, M. (2016). Employee Performance Scale: Using (CFA) On Jumhouria Bank in Libya. International Journal of Science and Research, 5(6), 735-739.
Taha, V. A., Gajdzik, T., & Zaid, J. A. (2015). Talent Management in Healthcare Sector: Insight into the Current Implementation in Slovak Organizations. European Scientific Journal, 1, 89-99.
Taormina, & Gao. (2013). Maslow and the Motivation Hierarchy: Measuring Satisfaction of the Needs. The American Journal of Psychology, 126(2), 155-177.
Taruru, I., Keriko, J. M., Ombui, D. K., Karanja, D. K., & Tirimba, O. I. (2015). Effects of coaching programmes on employee performance in business process outsourcing subsector of Nairobi city county, Kenya, . International Journal of Scientific and Research Publications, 5(3), 1-30.
Teixeira, P. N. (2014). Gary Becker’s early work on human capital - collaborations and distinctiveness. IZA Journal of Labor Economics, 3(1), 1-20.
Thomas, H., Smith, R. R., & Diez, F. (2013). Human Capital and Global Business Strategy.: Cambridge University Press
Utrilla, P. N.-C., Grande, F. A., & Lorenzo, D. (2015). The effects of coaching in employees and organizational performance: The Spanish Case. . Intangible Capital, 11(2), 166-189.
Copyright (c) 2018 Munaza Bibi
This work is licensed under a Creative Commons Attribution 4.0 International License.