Today the concept of talent management has attracted most business companies around thernworld; because human capital is critical element of competitive advantage. Talent managementrnis a science uses to improve business value, employee performance, attract, retain, deploy,rndevelop talent and help organizations to achieve their purposes. The purpose of this study was tornexamine effect of talent management practices on employee performance in commercial bank ofrnEthiopia. In this study an explanatory research design and quantitative research method werernused to meet specific objective of study and to answer research questions. The target populationsrnof this study were employees of commercial bank of Ethiopia, Addis Ababa area, specificallyrnwhose work in ICT center; to meet the objective of study, based on census method, 88rnrespondents were employed for this study. However after data were collected, throughrnquestionnaire, out of 88 respondents workable data were obtained from 80 respondents.rnAccordingly, those 80 valid responses obtained from respondents were used for data analysisrnwith Statistical Package for Social Science (SPSS) Version 20.0 for both descriptive andrninferential analysis. The finding of descriptive analysis portray that, the mean score for overallrntalent management practice is slightly below the average. From the four components of talentrnmanagement practices, talent attraction and talent retention are the only items that fall slightlyrnabove the averages, whereas, the remaining facets fall slightly below the average. Talentrndeployment is the least rated component of talent management, which is followed by talentrndevelopment. The correlation analysis result showed that there is a significant positive strongrnrelationship exists between talent management practices and employee performance. Further,rnthe regression analysis evidenced that talent management practice is predictor of employeernperformance. The study suggested that an emphasis should be given by institute on allrncomponents talent management practices (talent attraction, talent deployment, talentrndevelopment and talent retention) to enhance employee performance. Finally, based on thernresearch findings, conclusion, appropriate recommendations, limitations, and suggestion forrnfuture research directions were presents in the study