THE EFFECTS OF LEADERSHIP TALENT MANAGEMENT ON THE COMPANY PERFORMANCE RESULTS.

Purpose: Leadership talent management (LTM) is one of the crucial aspects of HRM nowadays, which can decide of an organization success. This effect is considered in four types of contexts, i.e. in the headquarters (HQs) of multinational companies (MNCs) in the prepandemic and pandemic period of COVID-19, and in the foreign subsidiaries of these MNCs also in the pre-pandemic and pandemic period of COVID-19. The main goal of the article, identified with the main research problem, is to determine the mediating role of HRM outcomes in the relationships between LTM and company performance results and to establish whether there are any identifiable regularities in this scope in the pre-pandemic and pandemic period of COVID-19 in the HQs and foreign subsidiaries of MNCs. Design/methodology/approach: The research sample covered 200 nonfinancial business entities headquartered in a Central European country with their subsidiaries located around the World. The research was conducted using Computer Aided Telephone Interview method. The Partial Least Squares Structural Equation Modeling (PLS-SEM) was used to verify the research hypotheses and assess the mediating effects. Findings: What was found in the course of the work? This will refer to analysis, discussion, or results. The mediating role of HRM outcomes in the relationships between LTM and the company performance results has been determined and some regularities in this scope in the pre-pandemic and pandemic period of COVID-19 in the HQs and foreign subsidiaries of MNCs have been identified. The mediating role of HRM outcomes is important in each of analyzed contexts, but during a pandemic, the company's performance results in HRM mediate the relationships between LTM and the company's performance results stronger than in the prepandemic time. Practical implications: The research outcomes lead to the conclusion that in difficult conditions the specific focus on HRM can be an important factor improving the company’s performance results. Originality/value: What is new in the paper? State the value of the paper and to whom it is addressed. The research is of an innovative character, identifies some general scientific laws and describes the aspects that haven’t been studied yet. The originality of own research focused on LTM, mediating role of HRM outcomes in HQs and foreign entities of MNCs are difficult to compare with similar studies. In addition, the article presents an innovative approach to taking into account employee KPIs as an indicator of performance. [ABSTRACT FROM AUTHOR]