Talent management and organizational performance: applying the amo theory

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Imdad Ali
Robinson Izabela
Salman Bashir Memon
صندلی اداری


The purpose of this study is to advance an understanding of the nature and scope of talent management practice in the unique context of the developing economy of Pakistan, and to identify the relationship between talent management and organizational performance applying the AMO theory. This research was exploratory in nature and adopted a case study methodology within three leading Pakistani banks, in Karachi (Sindh). A total of twenty two in-depth interviews were carried out with senior HR and talent managers. All interviews were fully transcribed and analysed thematically. Evaluating interview data from three leading commercial banks, findings show substantial differences in the talent conceptualisation when compared to Western management orthodoxy. The empirical findings revealed that the conceptualisation of talent within the Pakistani banking organisations reflected a specific, path dependent historical, political and social legacy which viewed talent through a conceptual lens of qualifications and experience and had a significant influence on the sourcing and deploying talent. For managers, it should be to review the process of conceptualising talent and talent management within their organisation, to challenge any preconceived assumptions about the nature of talent and to consider alternative approaches to an exclusive approach in order that the right talent can be identified, developed and deployed for competitive advantage.


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Author Biographies

Imdad Ali, Shah Abdul Latif University, Pakistan

Imdad Ali, received his doctoral degree ‘PhD’ in the field of human resource management from the University of Northampton, England. Currently, he serves as an assistant professor of HRM and Organisational Behaviour in the Department of Public Administration of Shah Abdul Latif University in Khairpur, Pakistan. Combined with professional accreditation Dr Jokhio has remained as an active member of Chartered Institute of personnel and Development (CIPD). He is also an associate editor of ‘South Asian Journal of Management & Administrative Sciences (SAJMAS)’. His current research interests include talent management, employment relationship & employee engagement, workforce diversity and change management, case study and mixed-methods research.

Robinson Izabela, Northampton Business School, United Kingdom

Robinson Izabela, BA MA PhD is a professor of International HRM at Northampton Business School, the University of Northampton, United Kingdom. Professor Izabela taught a wide range of post-graduate HRM programmes at Northampton Business School and worked previously in the printing, publishing and footwear industries. Her research interests were focused on the relationship between HRM practice and organisational performance, international HRM, organisational behaviour and labour relations in post-socialist economies. She gained her PhD at Warwick Business School and her thesis focused on the management role in organisational restructuring in post-socialist Poland. Now retired, she continues to take a close interest in developments in national and international HRM practices and developments. She remains a Fellow of the Chartered Institute of Personnel and Development.

Salman Bashir Memon, Shaheed Benazir Bhutto University, Shaheed Benazirabad, Pakistan

Salman Bashir Memon, PhD, is a professor of human resource management in the Department of Business Administration of Shaheed Benazir Bhutto University, Shaheed Benazirabad, Pakistan. His current research interests include knowledge management, work-life-balance, workplace diversity, work design, mixed-methods research, and structural equation models. He earned his doctoral degree in management science from Queen Margaret University in Musselburgh, Scotland. Dr. Memon can be reached at dr.salman1978@gmail.com. 


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