Investigating the Role of Employer Branding on Employees Performance with the moderating effect of Talent Management

Abstract

The goal of this study is to ascertain how employer branding affects employee performance. The second goal of this research is to look at how talent management affects the relationship between employer branding and employee performance. The study's primary data was gathered using structured and closed-ended questions. Likert scales with 5-point likert scale, ranging from 1 to 5, have been used to gauge the level of reaction. This study's statistical analysis is based on a random sampling approach that used a questionnaire to collect answers from 208 respondents. The partial least squares (PLS) technique of structural equation modelling (SEM) was utilised to assess the predicted relationships between the study variables. The researcher also examined the structural model's direct and indirect relationships between the variables. The research's findings demonstrate that employer branding considerably affects workers' performance. It is a strong predictor of higher levels of performance, and talent management significantly moderate the relationship.