This paper examines an approach and the components of Human Talent Management(HTM), based on the history of staff management and the context oforganizations. Using the historical evolution of matters related to staff management,the various approaches and models on the subject and the tendenciesin staff administration as background, nowadays HTM must focus on achievingand maintaining competitive organizations, for which it is necessary to aimat the value chain of the organization through differentiated strategic action(DSA), which includes, among other things, the strategic objective of HTM, theskills of the human talent manager and human talent management indicators(HTMI). DSA should focus on two basic aspects to generate quantitative andqualitative balance: contribution to the performance area, through growth andcost reduction, and a fundamental philosophy or a general vision from the pointof view of administration. In turn, five factors of internal and external nature weredetected that should be handled from the HTM in order to maintain competitiveorganizations. This content is also developed in this study.