Abstract
The article tries to find out the influence of talent management practices on job performance in NLC. One objective of this study is reached through proper methodology. Pilot study sample size was 100 in all obtained through simple random sampling technique in NLC. Researcher designed questionnaire is with 5 point scale in the continuum of agreeing. Reliability of this tool is 0.86 and 0.89. Multiple regression analysis was used for data analysis. that there is an influence of displays a talent management mindset, attracts and recruits talent, builds and maintains positive, provides meaningful and challenging work, and provides meaningful and challenging work on job performance in NLC. The study highlighted that found that there is no influence of identifies and differentiates talented employees, develops others and remunerates and rewards fairly on job performance in NLC. It is concluded that employees have to be encouraged to do better as they know when each desired behavior is shown, they will be rewarded. Rewards can be bonus based on performance, verbal encouragement, additional benefits and empowerment. Employees feel happy when their work is recognized and their hard work is paid off. Those who are given penalty show better turnover employees’ productivity.
Keywords: Talent Management Practices; NLC employees; Simple Random Sampling Technique; employee performance.
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