This study sought to establish the effect of talent management on organizational performance using KCB Bank Limited-Head office, Nairobi in Nairobi City, Kenya. This study adopted a descriptive research design. The population was 1514 employees from all three cadres of employment in KCB Bank Limited; Case of Head office in Nairobi City County, Kenya. Stratified random sampling technique was used whereby all 152 employees from different cadres were involved in the study. A specifically designed questionnaire was the tool for collecting   primary data. The study carried out a pilot test on 15 individuals in order to test how reliable a valid the data collection tool is. To ensure validity, the study made sure that the questions in the questionnaire are in line with the conceptual framework also, by computing the alpha coefficient of the questions. Published documents like journals, magazines, reports and periodicals were used to collect secondary data which complemented the primary data. Both descriptive and inferential statistics were applied in analyzing the data using SPSS Version 21.0. The study interpreted the findings from the analyzed data. Mean and standard deviation were used for descriptive statistics while inferential (Using Multiple regression) statistics. The significance of correlation analysis was tested at 0.05 significance level. Tables, figures and charts were finally be used to present the findings. The study revealed that talent attraction, talent retention, learning and development and career management significantly and postively influence organizational performance in KCB bank limited in Kenya. The study concludes that talent attraction, talent retention, learning and development and career management positively related to organizational performance in KCB bank limited in Kenya. The study recommends that to attract talent the management of KCB bank should provide favourable working environment for employees, treat employees equally and provide job security. The study recommends that to retain employees the management of KCB bank limited should demonstrate that they value their employees by adopting retention strategies like competitive compensation and motivating their employees through bonuses. The study recommends that KCB should adopt learning and development strategies coaching, mentoring and leadership development. This would improve the employee’s knowledge and skills and hence organizational performance. The study recommends that the management should improve the career management practices in the KCB bank. This is because as the business environment changes the employees needs on career management also change. Therefore, it is important to improve on the career management activities in the organization.

Keywords: Talent Attraction, Talent Retention, Learning and Development, Career Management and Organizational Performance.

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