Today, it is recognized that all organizational levels should focus on attracting and retaining talented employees. However, each organization must create its own talent strategy (Heinen & O´Neill, 2004). Today, organizations are under great pressure to find and retain exceptional talent (Paquet and Rogers, 2008). TM has become the new “hot” topic for managers and HR practitioners (Ashton & Morton, 2005). Studies conducted on the importance of talent management repeatedly reveal benefits in these critical economic areas: revenue, customer satisfaction, excellence, production, expenses, cycle time and market capitalization (Aivazian.D, 2009). Sulliva.J, (2004), a human resource researcher, seeks not only to hire the most competent and valuable employees but also places a strong emphasis on retention. Establishing and monitoring competitive employee retention initiatives is based on motivation, development of commitment and effective compensation (Nayab, N. Scheid J. 2010). This gave rise to a research interest in the field of human resource management. Talent development is one of its subfields, for which many studies have been carried out to explain its importance and identify the factors that it would facilitate or inhibit. The quality of life at work and the motivational climate are two of these factors that would have been facilitated thanks to talent development. Walton (1973) defined quality of work life as employees' reactions to their work, particularly the conditions necessary to satisfy their work needs and mental health. Quality of life at work (QVT) is an attitude, a set of ethics, according to which the individual is the most important aspect of the association because he is reliable, responsible...... middle of paper ...... r, to present, or motivation to train (Naquin & Holton, 2003). Organizational culture can have a significant impact on both organizational performance and member satisfaction (Johns, 2003). Likewise, organizational climate has a major influence on employee performance. This affects the motivation of the worker. Organizational climate provides a type of work environment in which an individual feels motivated or demotivated. Since an individual's motivation determines his or her effectiveness to a large extent, it can be said that motivational climate is directly related to his or her performance within the organization. (Turban and Keon, 1993). A concern closely linked to business motivation is that of the quality of life at work. Work quality as defined by Walton (1973) is the situation and distinctiveness of effort that contributes to motivation, performance and contentment at work...