Talent management in Human Resources refers to the organization and the planning to business needs. Human resources does everything to recruit, retain, develop, reward and make people perform forms a part of talent management as well as strategic workforce planning. (Schachter, D. 2008, April) I have experienced this phenomenon myself in the organization from which I have just departed. I’m not speaking necessarily about myself; but the fact is, knowledge workers are incredibly mobile today, and if they are not feeling fulfilled or see opportunities for growth in their current work, they will go elsewhere. It’s an employee’s market in many areas. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives. It is very important human resources recruit and hire individuals who are the perfect fit for the job description. Human Resources will need to make sure candidates have the work history, knowledge, and most importantly, the passion for the organization that the company is seeking. (Walsh, K., ; Taylor, M. S. 2007, May) A great deal of an organization’s implicit service-based knowledge resides in its employees; when they walk out the door, so does some of the company’s valuable knowledge base (Coff 1997). The talent planning process with an organization allows effective succession planning. Talent planning is designed to use an organization’s existing capabilities and potential to meet current and future business needs. Organizations are now aware of the importance of talent acquisition in talent management. Having the right employee talent is the most important thing an organization can do in its entire talent management cycle. Those employees who are a good match are likely to contribute to the organizations success while separating out everyone else.