The purpose of this study was to evaluate the student’s talent management of a corporate university in Iran by descriptive-analytic method. The statistical population of the study included all 2200 students of the university. Based on the estimated number at Morgan table, 202 respondents completed the survey instrument. The data collecting tool of the questionnaire was ascertained and its reliability was obtained 78 percent by Cronbach's alpha coefficient. Content validity of the tool was also veri-fied by the experts. For data analysis, the binomial test and Structural Equation Modeling (SEM) were used. The results show that none of the components of talent management (deployment and employment, career progression path, practical learning, performance management, knowledge sharing, self-development, training, appreciation and encouragement) in the studied university was in desire conditions. Other findings of the study also show that among organizational factors, compo-nents of “organizational culture”, “supervisor satisfaction”, “organizational dynamics”, “working environment conditions”, “colleagues”, “prestige and brand of the university” and “growth oppor-tunity” were influential on the students’ talent development. Also, the results of the data analysis show that among the components of job factors, the component of “person-job fitness” affects the development of students' talents.

The aim of this study is to clarify the effect of e-HRM on organizational performance and talent management following a quantitative method with a cross-sectional design to collect data by a questionnaire distributed to a sample of managers working at industrial firms in Jordan. Based on the strategic evolution perspective, the results pointed out that e-HRM contributes to the achievement of organizations strategic objectives through its significant and positive effects on both organizational performance and talent management. Hence, it was concluded that e-HRM is one of the most critical antecedents of reaching the organization's strategic objectives. Such results call firms to enhance their implementation of e-HRM practices and scholars to examine the effect of e-HRM on other variables such as competitive advantage, human resource development, and strategic alignment.

As in today's era firms are looking to sustain while facing multiple challenges. Ultimately talented employees are the backbone of any firm that provides a sustainable competitive position at a global level. The major aspect is to make appropriate strategies to stay effective and efficient. Firms are focused on their strategies of recruitment and selection, training, and leadership capabilities to build up. A sample is collected from top-level management of the pharmaceutical sector sample data is of 320 Professionals from the different pharmaceutical sector of Karachi Pakistan. For Data collection Survey method is adopted with a close-ended Questionnaire. The study reveals the impact of artificial intelligence on competitive advantage. This research finds out certain strategies to be aligned with the mediation of Artificial intelligence to gain sustainable competitive advantage and serial mediation of the talent management process among the pharmaceutical sector of Karachi Pakistan. Talent management and Artificial Intelligence serial mediation aligned with HR practices to gain competitive advantage. As the study indicates that recruitment and selection are positively aligned with Artificial intelligence and serial mediation of talent management, further aspects of talent development and talent retention are directly linked with a competitive advantage as suitable components. This research merely focused on the pharmaceutical sector of Karachi Pakistan and the results generalized on the professionals of this particular sector, while new aspects of HR practices could be linked up with Artificial intelligence that will help to boost and find better insight into other industries.