THE IMPACT OF TALENT MANAGEMENT ON RETENTIONVictor Oladapo, StrayerUniversitJournal: Journal of Business Studies Quarterly2014, Volume 5, Number 3ISSN 2152Management and retention talentThere has always been a shortage of talent workforce in any organization. On the one hand, there is the problem of retaining talented workers and, ultimately, replacing existing workers with an equally or even more talented workforce. Organizations will need to attract talent, nurture it, engage it and retain it after selecting it. All of this falls under talent management and is therefore an essential factor for employee retention. Organizations implementing best practices in employee retention are considered a strategic matter. They prioritize which employee skill sets they want to retain and who is best suited for which role. Methodology: The authors wanted to identify a relationship between retention and talent management and they used a causal comparison method and for their quantitative research they used the survey technique in which the sample included senior managers of the human resources of 36 organizations. Many open-ended questions were asked to obtain a subjective response from the audience. Results: In many cases, organizations have been found to control many important factors in retaining valued employees. The lack of a solid business strategy was cited as the main reason why the organization did not have a good talent management program. Some also believe that talent management is not worth it. The authors believe that the entire organization must have a management mindset for it to be effective because if the top management of an organization buys into the concept, it will become engraved…. . middle of paper ..... .also lend themselves to change according to changing conditions. The path to a game-changing talent strategy is ambiguous and questions such as, is the execution and strategy consistent? How can policies be sustainable while still being agile enough to be open to change? To achieve this, the strategic direction must be balanced by operational efficiency, the need for individuals to build careers versus the need for collective action, etc. We need to hire the best talent in order to implement an innovative business model, but this is easier said than done. The authors found that deploying the right staff in the right roles is what keeps BlackRock ahead. Black Rock has a Human Capital Committee made up of 35 senior leaders from various facets of the business and only one member of this group is from the HR functionality. The HCC has the following responsibilities: