Abstract
Talent management is the discipline of using strategic human capital planning to improve the value of business and induce it for enterprises organizations to achieve their objectives. It refers the organization’s ability to recruit, reward, organize, and retain most talented employees available in job market. In the modern era it has become very important and necessary skill for the workforce to acquire the one’s good skills, cognitive abilities, knowledge, and potential to do well for the business strategy to function more appropriately. Talent management is the training strategy for the employees that are set within an organization platform. The organizations where the most productive employees can pick and choose the tasks according to their will and capability are found more beneficial and productive for the organizations. In the adverse economic circumstances, companies are trying to cut their expenses so the talent management system is the means to optimize the performance of each employee.
 
 The basic aim of this study is to explore the influences of talent management strategiesto determine the employees’ performancein selected public sector organizations of UAE. The core function of this study examines, how talent management practicescan enhance the employee’s satisfaction and productive performance, instead of being process of hiring, reinforcing and evaluating the aptitude. Efforts have been made to retain, attract, develop, and reward employees. This study puts forward valid descriptive hypothesesdata, based on a survey collected through the employees of the nationalorganizationsofthe UAE. A pre-plannedsurvey has been used on a sample of more than two hundred (200) employees working in different organizations for the collection of primary data. This research work is steered by the following explorative questions:At what level does talent acquisition affectsthe performance of employee, at what level of extensive, does the impact of talent development affects the employee performance, to what extent does the talent retention enhance the performance of the employees, to what extent does the talent management enhance the performance of the employees.
 
 The stratified methodology for data collection is adoptedfor the selection the sample size of 200plaintiffs. A well-organized structuredand to the pointquestionnaire is utilized for the collection of raw data. The collected raw data is analyzed for both of inferential (correlation analysis) and descriptive (percentages and frequencies) statistics. Tables and figures are used to represent the data. The finding indicates that talent management practices have direct impact on employee’s motivation, creativity, satisfaction and employee competency. The study recommends that there should be healthy and stress free working environment, career progression opportunity, regular training, welcome employees’ innovative idea and transparent proper promotion policy for the management of talent in the organization.
Highlights
The idea of talent management emerged with evolution of corporate human resource and training, the concept of talent management originated in 1990, when the responsibilities of human resources were mainly shifted from being routine administration processing to more complex configuration and machine based planning duties
Demography data of this research based study includes respondents classified on the base of their age, level of job, and how many years does the respondent is associated with particular organization, performance of the performance based rating of the respondent employee and official data collected from the relevant HR departmentsof the organizations
This research based surveytrying to conclude that component of talent management have positive influence on employeeperformance of public sector in UAE
Summary
The idea of talent management emerged with evolution of corporate human resource and training, the concept of talent management originated in 1990, when the responsibilities of human resources were mainly shifted from being routine administration processing to more complex configuration and machine based planning duties. At that time decision makers exclusively relied on HR department for employee management and training in the competent evaluation of modern industry and business sectors. During this probationary era public sector organization had realized that human resources management had a great role in recruiting and training of par.ccsenet.org. The human resource departments played an important role in developing the good packages of compensation which includes peripheral benefits, bonuses, appreciations, and leaves and health benefits. These benefits are serving as central point of communication related with the health and happiness of employees. The talent management is the proactive approach to create the better employment opportunity, internal mobility and quality of employing
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