Global Journal of Management and Business Research, A: Administration and Management, Volume 21 Issue 12

applying long term planning, invest in building new skills by their hands, enabling them to cope with the changeable conditions that they may confront in the future, therefore, improving the employees’ performance through superior level of motivation and dedication. When employees know that their organization takes in interest in them through providing training programs, they in turn apply their best endeavors to accomplish organizational goals, and express high performance in their tasks. Employees are the most valuable asset of any society or institution as they can establish or break a company’s or institution’s reputation and can adversely affect profitability or the accomplishment of set goals. Employees often are responsible for the large volume of the necessary work to be performed as well as customer satisfaction and the quality of products or services and events. Without proper development, employees, both novel and old do not receive the information and grow the skill sets necessary for achieving their jobs at their maximum voltage. Employees who undergo proper development programs tend to preserve their jobs longer than those who do not. Without development, employees do not hold a solid grip on their obligations or obligations. Employee development are plans that provide workers with information, new skills, or professional development opportunities. According to Byrne (2011), managers are trying their very best to develop employees’ capabilities, ultimately creating a good working environment within the organization. The management is involved in developing effective training and educational plans for its academic staff members to outfit with the desired knowledge, sciences and abilities to accomplish institutional goals. This line of action by the top management would not only improve the academic staff performance, but also create positive image of the institution. Thus, effective staff development programmes at Benue State University help the employees to get acquainted with new technological advancements, and to gain full command of the competencies, knowledge and skills required to perform a particular job and to avoid on the job errors and mistakes. Amongst the important functions of human resources management, is employee development through proper training and development programmes. iii. Examine the effect of mentoring on employees performance at Benue State University a) Conceptual Clarification Talent development in this competitive and dynamic business environment learning and development has become a backbone of success, without continuous learning maintain performance may become impossible because of that strategy makers and HR practitioners are moving their focus towards learning and development of the talented employees to enhance company performance, Talent development is the process of improving the skills and attitude of the employees (Williamson, 2011). As the business continuously keep on changing the technologies business models and new strategies to cope up with these changes company needs to enhance and improve the knowledge of their employees and making strategies for development practitioners must keep in mind the integration and strategic fit between the current talent and the skills of the employees (Mendez & Stander, 2011). Based on the researcher’s view, Talent development is the process of helping talented employees to acquire the skills and knowledge they need to succeed and improve performance. In today‘s challenging business environment of going global and competition becoming intense, organizations have mounting pressure to perform better than before. Over the years, creation and preservation of knowledge has become a key tool in accelerating competitiveness and enhancing organizational capabilities to respond to market changes (Bryan, 2004), wherein employees‘ skills and personalities are appropriately deployed to optimize performance, is a critical and difficult task. Identifying and developing executives who have leadership potential, like every other vital strategic function, is a demanding process that is equal parts of Arts and Science (Klein and Miles, 2003). Talent development is recognized imperatively as a key component of not only talent management but also in global talent management (Alferaih et al., 2018; Li et al., 2018; Tlaiss et al., 2017) the worth of talent development is clearly seen in the success of the companies in managing talent (Garavan et al., 2012). Talent development mainly focuses on catering “zero talent outages” and to create a solid succession plan rather than talent replacement. Research conducted by Garavan et al., (2012) clearly emphasizes the importance of talent development globally and locally and his studies also suggest that talent development architecture is not a one-size-fits-all approach, but it should be differentiated, with an emphasis on customizing talent development strategies to meet the needs of individual. 24 Global Journal of Management and Business Research Volume XXI Issue XII Version I Year 2021 ( ) A © 2021 Global Journals Effect of Talent Development on Employees Performance; A Case study of Benue State University, Makurdi II. O bjectives of the S tudy The broad objective of this study is to examine the effect of talent development on employees performance, the Specific Objectives are to: i. Examine the effect of career development on employees performance at Benue state University ii. Examine the effect of coaching on employees performance at Benue State University