Every company wants to succeed in capturing the market and maximizing the profit. With the changes in technology and increase in globalization the world has become a village which leads to high competition and complexity in performance of work. If an organization has to sustain in business they need to change according to times and become proactive. To meet the pace of change in the society the organization should create a atmosphere of innovation in the organization. Innovation comes when there is freedom of thought, and constant encouragement from the top management. As companies are not only competing with domestic companies but with companies all over the world, this is when innovation is need in a company. How can a company be different from others? Innovation can only be achieved when there are talented human resource and good H R practices in the company. The HR practices of the company should foster better thinking and involvement every individual in the organization. Innovation in companies is through talented minds in the company. Company has to acquire, develop and retain these people. When individuals get opportunities to innovate they tend to be engaged in the organization. Employee engagement is a key driving factor to the success of any organization. This paper is a case study of the Tata consultancy services TCS. Secondary data is used to identify how TCS manages to retain and engage the best talented workforce. The HRM practices of TCS are understood in depth and a linkage between HR practices and innovative talented and employee engagement is drawn.