V.Thusjanthan

  Talent Management and Organization Performance   Talent-management practices can create the most permanent competitive advantages, new technologies and innovations can be easily be replicated by competitors and generate only temporary competitive advantages  (Heimen et al, 2004) . Sustained competitive    advantage comes from talent management practices in other words, how the organization attracts, develops, retains, motivates, manages, and rewards its talent. (Heimen et al, 2004) Like a machine, a business will fail to operate successfully if key elements such as processes, systems, and structure are misaligned or hindered by friction between those elements and like a machine, a business must be designed, operated, and maintained. These functions are performed by the talent the human capital employed by the enterprise. Indeed, talent (an organization’s employees), typically is the single biggest lever for driving improvements in business performance. The...

         Talent management   Talent management is the pool of activities which are concerning to attracting, selecting, developing and retaining the best employees in the strategic roles (Scullion & Collings, 2011). Organization further point out that talent management recognizes people who excel at particular activities and performance upon whom support is offered to enable them to 'push the envelope' while capturing and sharing what do differently so as colleagues can emulate (Scullion & Collings, 2011). Organization should have ability and capacity to recognize the people and the capability that may create value and deliver the competitive advantage for the organization; in addition talent management also aims at developing and deploying the right people at the right job on the right time and providing the right environment to show off  abilities in a best possible way for the organizations (Uren & Jackson, 2012). Talent ma...