Today it is recognized that all organizational levels should focus on attracting and retaining talented employees. However, each organization must create its own unique talent strategy (Heinen & O´Neill, 2004). Nowadays, there is a lot of pressure on organizations to find and retain exceptional talent (Paquet & Rogers, 2008). Transcendental Meditation has become the new “hot” issue for managers and human resources professionals (Ashton & Morton, 2005). Studies conducted repeatedly on the importance of talent management reveal benefits in these critical economic areas: revenue, customer satisfaction, excellence, production, spend, cycle time and market capitalization (Aivazian.D,2009). Sulliva.J, (2004) a human resources researcher seeks not only to hire the most competent and valuable employees, but also to place a strong emphasis on retention. Creating and overseeing competitive employee retention initiatives relies on motivation, developing commitment, and effective payment (Nayab, N. Scheid J. 2010). This paved the way for a research interest in the area of ​​human resource management. Talent development is one of its subfields, where many studies have been conducted to explain its importance and identify factors that could facilitate or inhibit. Quality of work life and motivational climate are two such factors that have reportedly been facilitated through talent development. Walton (1973) defined the quality of work life as employees' reactions to their work, especially the conditions necessary to satisfy their professional needs and mental health. Quality of Work Life (QWL) is an attitude, a set of ethics, according to which the individual is the most significant aspect of the association as he is reliable, responsible... middle of paper... r, present , or training motivation (Naquin & Holton, 2003). Organizational culture can have a strong impact on both organizational performance and member satisfaction (Johns, 2003). Likewise, organizational climate has a great influence on employee performance. It affects the worker's motivation. The climate in the organization provides a type of work environment in which an individual feels motivated or demotivated. Since an individual's motivation contributes greatly to determining his effectiveness, it can be said that the motivational climate is directly related to his performance in the organization. (Turban and Keon, 1993). A concern closely linked to corporate motivation is that of the quality of working life. Work quality, as defined by Walton (1973), is the situation and distinctiveness of effort that contributes to motivation, performance, and job satisfaction..