The article tries to find out the imapct of talent management practices on organizational performance among employees in NLC. One objective was framed for this study. Sample size was 100 in all obtained through simple random sampling technique. Researcher designed questionnaire is with 5 point scale in the continuum of agreeing. Reliability of this tool is 0.86 and 0.89. The analysis found that influence of independent variables such as career development and building and maintains positive relationships on mediator variable employees’ job performance. The analysis also found that influence of career development, building and maintains positive relationships and employees’ job performance on organizational performance. Hence, it is concluded that the organization should investment in employee development and training continues to be a focus to support strategy in empowering its talent, so as to improve their knowledge base and to exploit their potential knowledge and performance.

KEYWORDS: Talent Management, Job Performance, Career Development.