Governments are constantly striving to recruit, retain, reward, and develop their pool of public employees. When governments cannot recruit and retain capable individuals, it adds to the vicious cycle of weak governance. Therefore the ‘best and brightest’ must be recruited, developed and retained. As talent management in the public sector is still an underexplored research area especially in the Asian context, this chapter will review the talent management schemes in the public sector of Singapore, Malaysia, Thailand and Cambodia. The schemes will be assessed by each country’s inclusivity vs exclusivity approach, so as to develop a framework based on tensions towards understanding talent management in the public sector context.