Abstract:
The general objective of this study was to investigate the effect of talent management practices
on organization performance the case of Oromia Bank. . To achieve the objectives, research
questions were formulated and assessed based on the conceptual framework of considering
independent variables as talent management practices and dependent variable as organizational
performance. The study applied a probability sampling techniques in which simple random
sampling method was used to collect data from employees of Oromia Bank at Headquarter.
From the total population 760 of employees 262 sample size was taken through simple random
sampling technique. Regarding data sources, the primary (questionnaires and interviews)
sources were used. 262 questionnaires were distributed and from that only 253 respondents
filled and returned the questionnaires properly but nine respondents excluded. To check the
reliability and internal consistency of the questionnaires Cronbach’s alpha was used. The
researcher used both quantitative and qualitative approach and Information gathered from
respondents was analyzed using descriptive statistics (frequencies, percentages, means &
standard deviations), and inferential statistics (correlation and regression) analyses using IBM
Statistical Package for Social Science (SPSS) software version 20. The study findings showed
that talent engagement, talent retention, and talent development had statistically significant
effect on organizational performance respectively while there no statistically sufficient evidence
that talent attraction had a significant effect on organization performance. Finally, the
researcher recommend that the bank is advisable to give more emphasis for the applications of
talent management practices since it plays the essential role in attracting, developing, engaging,
and retaining talented employees for organizational performance.
