Talent management refers to identification, development and use of high potential employees who can affect positively the organisational performance. The focusing on employee development aims to improvement of the ability to perform. Once the identification of talented employees is done, the next step is the development of them. One way of developing the talented employees is through training (Sims, 2007, p.7). Employees participate in seminars and workshops in order to improve skills and capabilities or they experience job rotation, which urges them to learn new skills, adapt to new circumstances and cope with the requirements. In this way, they learn how to perform their current or future jobs and advance their career.
Many organisations
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In a working environment employees have different personalities, different hierarchy of needs and consequently they respond to different incentives. Motivation is a process that provides direction to a person in order to achieve a goal that covers his needs through creating and maintaining a goal guided behavior (Mukherjee, 2009, p.148).
There are two types of rewards, the extrinsic and the intrinsic which motivate, retain and secure the engagement of employees. Extrinsic rewards are tangible and determined at the organisational level, including salary and extra benefits such as bonuses, health insurance and parental leave (Hurd et al, 2008, p.270). Intrinsic rewards are intangible and focus on psychological needs, including feelings of achievement or personal satisfaction such as career development, job security and recognition.
Motivation improves the working environment as it sets in motion the action of employees (Chowhan and Shekhawat, 2015, p.67). The organisation should set its goals and the rewards with clarity. Rewards should be specific, known to the employees and should be offered with meritocracy. In this way, conflicts and inequity will be avoided and healthy competition will be