Talent management is a strategic human resource management focused on processing personnel management in the performance of the organization, 20%, on a group of people to produce results for 80% of the organization (Lance & Dorothy, 2004). This group of staff is crucial to the success of the organization in the long run. For the non-profit sport organization, the talent management has been adopted very rare (Taylor & McGraw, 2006), particularly in Thailand where some talent people lack of motivation to work, not like to think, no commitment and devotion to the sport entirely. (Sports Authority of Thailand, 2005; 2006). The research on The Construction of Talent Management Model of National Sports Associations in Thailand has the purpose to create a talent management model of National Sports Associations in Thailand. The important data acquired from those who associated with the Department of Physical Education, Sports Authority of Thailand, Olympic Committee of Thailand and executives of Sports Associations whose work was recognized for 24 persons. The data collection methods used the documents study, in-depth interviews and focus groups, then analyzed, synthesized and interpreted the meaning of information. The results are summarized as follows: The Construction of Talent Management Model of National Sports Associations in Thailand. included 1) Identification: start from identified of the person to serve as a basis on which to assess the competency, performance appraisal and talent audit for the recruitment will focus on within the organization, 2) Performance appraisal: with the change of the goal of the sports associations linked to the goals of the talent drive the expression of behavior that will make the job successful and contribute to a culture of organization, 3) Talent audit: with the monitor of the implementation of the talent on the regularly basis to ensure that those person still obtain the ability and potential to the level needed by the Sport Association, 4) Development: with the promotion, encouragement of the talent person to higher capable and potential, 5) Reward: by rewarding the talent who produce results and creating value for the association which evaluated of the performance appraisal and competency by the Association, 6) Retention: by motivating people to the sport for as long as the Association needs and keep the excellent work and dedication to the Sports Associations continuously. The talent management model will be successful and effective should rely on factors that support includes the leadership, organizations cultural, commitment, system, structure, corporate image, policy, social and economy are important in driving and promoting talent management goals set by the organization.This study did not take the cultural dimension or the values of the variables in the study. Since each of the sports associations has its different culture of the organization such as highlighting the seniority system in some organization, some organizations focus on collaboration (Nisdar Vechayanon, 2006). Thus, the sports associations to carry on this talent management model should select and tailor to the appropriate context of each association in order to provide the most effective way to manage the talent of the association.