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The study aimed to evaluate the effect of factors of occupational stress on the performance of NICVD nurses.In this concern, the research design of the study was quantitative, therefore, a close-ended survey-questionnaire was used. The factors included long-duty hours, perfectionism, high stakes, lack of choice, emotions draining situation and little support from the management while the dependent variable was employee performance. The researcher accumulated data from 287 female nurses and analysed it using correlation and regression.Based on the accumulated data, it was inferred that the variables, including long-hours duty, little support from management and lack of choice were found to be highly significant in affecting the performance of female nurses working at NICVD. However, the study was limited to the geographical bounds of Karachi and the specific institute considered in this aspect was the National Institute of Cardiovascular Diseases (NICVD). Nonetheless, it is significant as there was no research conducted on NICVD, Karachi specifically prior to this research underpinning occupational stress in female nurses.

Today's highly competitive world, with its assistant paradigms, has altered the way human productivity is evaluated. Human capital has now usually been appraised in terms of its attainment, achievement, accomplishment, consumption, growth and retention. However, this has put a strict stipulation on modern-day HR professionals. These days HR professionals are predicted to attract suitable individuals, select the most remarkable among them, and then train them in order to polish their skills according to the job requirements. The job of the HR professionals does not stop here; it is also required that these individuals are retained by organization in pursuance of organizational goals and objectives. Consequently, a serious issue for every HR manager in order to endure this 'War for Talent' is to struggle against an inadequate pool of eligible available candidates while it tries to fill the job void as experienced employees leave the organization. The aim of this paper is to elaborate the importance of identifying, nurturing and holding the best talent. Furthermore, it also emphasize the complexity in attracting, encouraging and holding the best employees in an organization, which has made the understanding of the meaning of Talent Management more decisive for managers.

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