The current research attempts to propose a conceptual model of assessing the extent to which talent management practices, namely coaching and mentoring with competency development as well as organizational culture serve as direct antecedents to employee performance among the teachers in Malaysia. The study is grounded in resource-based view theory. The literature review of the study has the objective of bridging coaching and mentoring, competency development, organizational culture, and employee performance for the creation of conceptual framework. This conceptual paper posits that employee performance is positively influenced directly by coaching and mentoring with competency development. It suggests that employee performance will improve as the level of coaching and mentoring with competency development rises in tandem with organizational culture. Furthermore, the paper suggests that organizational culture plays a mediating role in the relationship between talent management practices and employee performance. Despite the ample empirical evidence demonstrating effectiveness of talent management practices in many fields, there is still limited evidence of talent management in the field of education. This concept can serve as the foundation for further empirical research which benefits practitioners with insights of talent management practices and organizational culture for employee performance. The study underlines that organizational strategies should be designed in line with organizational culture as talent management practices alone is insufficient to gain competitive edge.
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