In the present era, talent management plays a vital role as one of the fundamental pillars in maintaining and developing human capital of organizations, especially in knowledge-based and technology-oriented organizations. Considering the importance of talent management in creating a sustainable competitive advantage as well as the theoretical poverty in the field of indigenous and context-oriented models, this research has designed a native and applied talent management model that is appropriate to the specific characteristics of the Islamic Sciences Computer Research Center (as a semi-governmental organization active in the field of information technology and Islamic sciences). This model seeks to identify the key dimensions and components of talent management in this organization.

This research is exploratory-developmental in its purpose and qualitative in its method, employing a content analysis strategy. Sampling was carried out using the snowball technique until theoretical saturation, based on which 15 people were interviewed out of 35 managers of the center. The required data were collected through semi-structured interviews with managers and elites of the center and analyzed using MAXQDA software. The analysis process included three stages of descriptive, interpretive, and theme integration coding, which resulted in the extraction of 402 primary codes, 20 organizing themes, and 6 overarching themes.

The research findings showed that the talent management model at the Islamic Sciences Computer Research Center includes six main dimensions:

1. Identifying and finding resources 2. Attracting and selecting 3. Managing and developing 4. Retaining 5. Evaluating 6. Exit