Assessing current level of organizational growth, and understanding the influence of talentrnmanagement practice towards the growth of any organization is important in this competitivernera. The purpose of this study was to investigate the influence of talent management practices onrnorganizational growth in head office of Ethio Telecom. Quantitative research method was usedrnand survey design was employed in this study to achieve the research objectives. For achievingrnthese objectives, 200 sample respondents (managers) from the head office of Ethio Telecom werernselected through simple random sampling technique. Accordingly, to collect data from samplernrespondents, closed-ended questionnaire was used. Out of 200 respondents, workable data werernobtained from 188 respondents. By using descriptive and inferential statistics, these data werernanalyzed. The influence of the overall talent management practice and the five components ofrntalent management practices (talent acquisition, talent engagement, talent development, talentrndeployment and talent retention) on organizational growth was identified in the study. Tornidentify these influence, six hypotheses were developed. The finding of descriptive analysisrnrevealed that the mean score for overall talent management practice is in the average in thernorganization. From the five components of talent management practices, talent engagement andrntalent development are fall slightly above the average, whereas, talent acquisition, talentrndeployment and talent retention are the items that fall in the average in head office of EthiornTelecom. And also the current level of organizational growth was in an average in thernorganization. The correlation analysis result showed that there is a significant negative influencernof overall talent management practices on organizational growth in the organization. Moreover,rnthe regression analysis evidenced that overall talent management practice is predictor ofrnorganizational growth in head office of Ethio Telecom. It is also found that only talentrnengagement has a significant negative influence on organizational growth; whereas, all otherrntalent management practice components has no significant influence on organizational growth inrnthe organization. On the basis of the research findings, appropriate conclusions andrnrecommendations along with implications for further studies were forwarded