World Journal of Research and Review (WJRR) ISSN:2455-3956, Volume-4, Issue-4, April 2017 Pages 65-68 65 www.wjrr.org Abstract— Higher Learning Institutions (HLIs) in abroad have adopted Talent Management (TM) in the managerial system which leads to Performance Management (PM) in the organization has gone up. In correlation to that, Ministry of Higher Education (MOHE) has taken a proactive action to introduce TM in public HLIs in Malaysia. In hoping to see the PM of public HLIs to go higher, strategies has been created and developed to ensure the level of public HLIs is parallel with those in abroad. Therefore, this research has been conducted to examine the relationship between TM and PM in selected public HLIs. Quantitative method has been used in order to collect a primary data of this research with 714 respondents have been approached to answer a questionnaire in selected public HLIs which are Universiti Sains Malaysia (USM), Universiti Pendidikan Sultan Idris (UPSI) and Universiti Teknologi Mara (UiTM). Information obtained from the descriptive survey has been analyzed by using IBM Statistical Packages Social Sciences (SPSS). Results showed that the relationship between TM and PM in three selected public HLIs were in moderate level whereby USM scored higher correlation as compared to other two public HLIs. As a conclusion, the result of this research will be a benchmark to other public HLIs in Malaysia to strengthen up their strategies in TM in order to boost up the organization. Meanwhile, in three selected public HLIs need to come up with better implementation of TM in order to ensure the relationship of TM and PM is highly interrelated. Index Terms—Performance Management, Public Higher Learning Institutions, Talent Management, IBM SPSS I. INTRODUCTION TM have been making a significant buzz in broad daylight HLIs recently (Bersin, 2006; Fakhreldin, 2013; Mandloi, 2014). As a meaning of talent from HLIs point of view which alludes to human implanted with aptitude, aptitudes, and capacities which are required in the education sector (Cacciola, 2010; Lee, 2016; Marcum, 2015). In this examination, worker is a significant resource (Mustafa, 2013; Sweem, 2009; Wahba, 2016) in HLI which needs to create and deal with coordinated framework and techniques which can be changed to TM in accomplishing superior of the representative, understudy and additionally foundation (Fakhreldin, 2013; Gholam et al., 2015; Shafieian, 2014). Moreover, TM requires a high administration quality which can help abilities to develop, create, encourage and recognize them as indicated by the circumstance (Cacciola, 2010; Van Rooyen and Whittle, 2011). Kamal M.Y., Applied Social Sciences, Universiti Sultan Zainal Abidin (UNiSZA), Terengganu, Malaysia Lukman Z.M. , Applied Social Sciences, Universiti Sultan Zainal Abidin (UNiSZA), Terengganu, Malaysia Administration quality incorporates different viewpoints, for example, can settle on the correct choices rapidly and plainly (Mustapha, 2013; Sidani, and Al Ariss, 2014), there is no component of preference (Loo, 2012; Sparrow, Hird, and Balain, 2011), has a center competency for the position held and don't see potential ability as a danger to his or her position (Khalvandi and Abbaspour, 2013; Strack et al., 2012; Thrift, 2013). According to Baron & Armstrong (2007), Hoffmann, Wulf, & Stubner (2014) and Abdul et al., (2009), in the field of human resources, the term PM has been used for several decades. It was in the late 1980's when organizations began to look more closely into the individual performance within the organization. By the 1990's, the processes of objective setting, employee review, employee assessment, and the practice of performance related pay became more common, and so did the use of the term PM (Büchner, Schreyögg, & Schultz, 2014; Fine et al., 2014; Hughes & Rog, 2008; Sahai & Srivastava, 2012; Schraeder, 2009; Shahmehr, Safari, Jamshidi, & Yaghoobi, 2014; Varshney et al., 2014; Winsborough & Chamorro-Premuzic, 2016). Alzalrani (2015) has mentioned about the research has been conducted in the field of PM by the Institute of Personal Management and the findings showed that the misconception of the PM definition. The results indicated that some of the respondents mentioned that PM is one of the appraisal and acknowledgement procedure. Besides, other respondents mentioned that the rewards that employee should receive after the contribution has been made. Bakotić, (2016) come up with the employee morale has the direct effect on organizational productivity and able to recognize the value of an employee is a key to success of any organization. A few words of sincere admiration for a job well done will help increase morale among employees. II. METHODLOGY In this study, the quantitative approach was used and it’s a factorial analysis study that uses the survey method to collect data. The research instrument of the study is structured questionnaire and likert scale format is used. For the purpose of collecting primary data, a questionnaire was prepared for this study. Convenience sampling was used in this study as only the respondents that agreed to participate in this study were selected. The primary data was collected personally by the researcher as an assurance of confidentiality to respondents. A total of 714 questionnaires were distributed and collected at the same time of respondents. The Relationship between Talent Management with Performance Management in Selected Public Higher Learning Institutions Kamal M.Y., Lukman Z.M.