This qualitative study was conducted aiming to provide a model to manage talents and describing how it fits talent-based HRM of the public sector in Iran. To this end, semi-structured interviews used to collect data and systematic Grounded Theory approach was utilized to analyze data. To collect data, from different stockholders’ point of view, using Purposeful sampling method, we interviewed 22 of experts, talents, managers and policy makers of The Science, Research, and Technology Ministry. Literature and interviews texts were analyzed using Nvivo software. Findings suggest that, despite current global literature, there are no contexts to have dual-core HRM system. So, to manage talents perfectly, existed HRM system should be talent-based. It means current HRM system should pay special attention to talents in setting its goals and programs, besides ordinary HRM. To do this, there are organizational, meta-organizational and human resource factors by which this system can be designed and implemented. Furthermore, with regard to contextual factors TM process can play an important role in optimization of its outcomes.
