This paper presents theories of employee motivation. Employees represent the key resource of each company. For this very reason, it is important to motivate employees and give them various opportunities, but also rewards for their initiative and additional contribution to work. Theories of motivation became the subject of management research in the middle 20th century when people started investing in employees as a key potential in the enterprise. Technology can be copied but human talent can not. There are major changes in the business environment that increase uncertainty. This situation requires new management responses and can only provide them by engaging the entire knowledge, what is actually all human potential that a company has. Therefore, knowledge becomes the core capital and the greatest competitive power of a company, that transforms into a learning organization and with that, people, human resources and staff are becoming a key strategic assets of the organization. Because of this, a large number of companies, especially large companies, have a developed system of motivation to encourage employees to engage more, but also maintaining employee loyalty to the company and work there. The structure of the work is divided into four parts. The work begins with the introduction of the subject, purpose, goal, methodology and the structure of the work. The second part is the theories of employee motivation. This section explains the well-known motivations of employees. The third part of the paper presents the process of motivation and ways to create motivational techniques for human resource management. The fourth part of the paper is a conclusion.