ENHANCING ORGANIZATIONAL PERFORMANCE THROUGH STRATEGIC TALENT MANAGEMENT IN THE DIGITAL AGE: A QUANTITATIVE APPROACH
DOI:
https://doi.org/10.29121/ShodhPrabandhan.v1.i1.2024.8Keywords:
Strategic Talent Management, Organizational Performance, Digital Tools, K-Means Clustering, Adaptive Firefly AlgorithmAbstract
Strategic talent management has been discovered as key value in the up and changing world today due to digital growth. The aim of this paper is to assess the available literature in the talent management practices and also to know how organizational performance is affected concerning the use of digital tools and technology. It also examines demographic factors that may help moderate talent management, and presents useful practical implications that organizations can implement to improve their perspectives to talent management. The research included a quantitative method and collected data from 293 completed questionnaires issued to employees of different organizations. Both Adaptive Divergence Weight Firefly Algorithm (ADWFA) and K-Means clustering has been used. The correlations between and the effect of talent management practices were quantitatively analyzed using simple regression models. Therefore, the results show that the [SM] application has a very high effect on improving the performance of the organizational performance in terms of engagement, productivity, and efficiency. Unconstrained with the ADWFA classification accuracy which is higher than the one using K-Means algorithm in true positive rate and reduced false negatives and false positives based on the aforesaid group’s results, the indicated hypothesis could be formulated that the ADWFA is more effective in the analysis of the relation of the talent management impact on performance. The study also revealed that demographic characteristics exert a mediating influence between the variables of talent management and organizational results when concerning age, gender and experience. Therefore, the research ends with a call to leadership to embrace more cogent and technology advanced stratagems in talent management to fit contemporary organizational setups. Extending this work, it offers recommendations for future investigations, for instance, examination of talent management within various demographic subgroups or considering the effect of novel technologies on talent management.
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