Mohamed, Seid (PhD)Rediet, Negussie Tarekegn2020-11-262023-11-042020-11-262023-11-042020-06http://etd.aau.edu.et/handle/123456789/23638A Thesis Submitted to College of Business and Economics, Department of Management of Addis Ababa University in Partial Fulfilment of the Requirements for the Masters of Business Administration (MBA) in ManagementAssessing current level of organizational growth, and understanding the influence of talent management practice towards the growth of any organization is important in this competitive era. The purpose of this study was to investigate the influence of talent management practices on organizational growth in head office of Ethio Telecom. Quantitative research method was used and survey design was employed in this study to achieve the research objectives. For achieving these objectives, 200 sample respondents (managers) from the head office of Ethio Telecom were selected through simple random sampling technique. Accordingly, to collect data from sample respondents, closed-ended questionnaire was used. Out of 200 respondents, workable data were obtained from 188 respondents. By using descriptive and inferential statistics, these data were analyzed. The influence of the overall talent management practice and the five components of talent management practices (talent acquisition, talent engagement, talent development, talent deployment and talent retention) on organizational growth was identified in the study. To identify these influence, six hypotheses were developed. The finding of descriptive analysis revealed that the mean score for overall talent management practice is in the average in the organization. From the five components of talent management practices, talent engagement and talent development are fall slightly above the average, whereas, talent acquisition, talent deployment and talent retention are the items that fall in the average in head office of Ethio Telecom. And also the current level of organizational growth was in an average in the organization. The correlation analysis result showed that there is a significant negative influence of overall talent management practices on organizational growth in the organization. Moreover, the regression analysis evidenced that overall talent management practice is predictor of organizational growth in head office of Ethio Telecom. It is also found that only talent engagement has a significant negative influence on organizational growth; whereas, all other talent management practice components has no significant influence on organizational growth in the organization. On the basis of the research findings, appropriate conclusions and recommendations along with implications for further studies were forwardedenTalent ManagementTalent AcquisitionTalent DeploymentOrganizational GrowthThesis