The Talent Management and Strategic Perspectives of Their Preoccupation and Commitment in High Research Institutions BISLIM LEKIQI 1 , AFRIM LOKU 2 , EMIN NEZIRAJ 3 1 Department Management, University of Ferizaj, KOSOVO 2 Department Management, University of Ferizaj, KOSOVO 3 Department Management, University of Peja Haxhi Zeka, KOSOVO Abstract:- The aim of paper is to investigate the influences of elements (fluctuation, employee reward system and career management) within the talent management strategy in scientific institutions. Across theoretical background which is closely with the thematic talent management and strategic perspectives of their preoccupation and commitment and talent career development and satisfaction at work will be preset the theoretical based for model testing. The model testing will test by quantitative deductive approach which their self will show the results by using statistical analyses. According to results we can conclude that, the Satisfaction at work p=131 Preoccupation with work p=,283Commitment to the organization,059 Work experience=432 are variables that positive influence on talent created and negative the statute of the new worker p=-,140. The main recommendation of articles is compilation of the unifying human resources development strategy in all scientific institutions, compilation of the strategy for talent management in all scientific institutions., creation and application of government institutions for the supervision of talents. Key-words:- talent, management, hrm, resources, satisfaction, turnover. Received: November 23, 2021. Revised: August 18, 2022. Accepted: September 21, 2022. Published: October 24, 2022. 1 Introduction At the beginning of this paper, we will discuss the formation of the word talent from a linguistic point of view. The word talent was used for the first time in Hellenic Greece and derives from the Greek word talenton respectively from the Latin word talentum, which in the source of the word itself means the measurer of a gold coin. Therefore, the one who had talent means that he was an individual with special weight or characteristics, showing strong feelings in any of his actions. Of course, in Hellenic Greece, talents were distinguished in artistic activities where their talent prevailed over others, creating works of various artistic types [1]. So, based on the values of artistic works, their talent has also been measured. So, the word talenton is the symbol of the monetary unit worth 55 pounds or 20 kg of silver, where the value expressed in Hellenic currency was 7300 denarius, while the value of a denarius was the value of a worker's day's work. Based on these data, it is estimated that talent is worth at least twenty years of work from a simple worker, while today by the word talent we mean the individual who possesses special characteristics and features in choosing complex problems in the fields and activities of different life. The idea of talent management was born in the 90s, as a process to provide the organization with talented individuals, i.e. individuals who have great skills in the implementation and performance of defined work obligations and tasks [2]. Talented individuals, who possess special skills and talents, perform effectively in the workplace. Talent consists of those individuals who make possible a positive difference in organizational performance through their contribution. Talent management is the process through which talented individuals are identified, developed, recruited, supported and retained [3]. Talent management, as a comprehensive set of activities, aims to ensure the flow of talent in the organization, making clear the fact that talent is the organization's greatest resource. Talent management is the implementation of integrated strategies or systems designed to increase productivity in the workplace, therefore the process WSEAS TRANSACTIONS on ENVIRONMENT and DEVELOPMENT DOI: 10.37394/232015.2022.18.110 Bislim Lekiqi, Afrim Loku, Emin Neziraj E-ISSN: 2224-3496 1158 Volume 18, 2022