Impact Of Talent Management On Organizational Sustainable Performance: A Moderating Role Of Process Innovation

Purpose - The primary objective of this research article is to provide a substantial academic contribution to the existing body of empirical research about the influence of Talent Management (TM) practices on the sustainable performances of organizations (OSP). Additionally, this study attempts to explore the potential moderating effect of process innovation (PI) within the context of the automotive sector of Pakistan. This study presents theoretical frameworks for talent management practices and sustainable performance models of organizations and afterward conducts empirical evaluations of this framework. The concept incorporates three critical characteristics of talent management: Talent Attraction, Talent Retention, and Learning & Development. The research technique employed in this study encompasses a systematic approach to investigate and analyze the research question at hand. Design/methodology/approach –This research paper examines the impact of talent management on the sustainable performance of businesses in the automotive sector in Pakistan. The study utilizes data collected from 309 automotive firms and explores how the link between talent management and sustainable performance is moderated by process innovation. The present study employed partial least-square structural equation modeling (PLS-SEM) as the chosen method for data analysis. Findings – The study's findings are as follows: The results indicate that talent management has a beneficial impact on sustainable performance, hence providing support for hypothesis H1, and the role of process innovation as a moderator exhibited a statistically meaningful association between talent management and sustainable performance, providing support for H2. Originality/value – The concept of originality is a crucial aspect in various fields of study. It refers to the report emphasizing the significance of personnel management methods for Pakistani organizations in achieving sustainability. The findings of this research provide evidence in favor of the proposition that implementing talent management and innovating talent management strategies has a notable influence on organizational sustainable performance. Research limitations/implications – The research also contributes to the existing body of literature by demonstrating that process innovation attenuates the association between talent management and sustainable organizational performance. Practical implications – The research paves the path for organizations to understand the importance of talent management and process innovation to achieve the goals of organizational sustainable performance. Future Direction– The study also offers potential avenues for future research to replicate the findings across different industries since existing literature has demonstrated the significance of process innovation and its potential impact on enhancing the sustainable performance of organizations.