Talent management is one of the most important concerns for leaders all over the world. In the power sector, talent management plays an important role for both local and multinational companies. This study focuses on talent management with the help of green human resource management in Bangladeshi power sector. From the literature review and twenty-six expert’s opinions, twelve important barriers were identified. These barriers are insufficient talent supply, unsecured career growth, scarcity of manpower, shortage of training programs, lack of advanced technical and technological knowledge, absence of mechanism in action, lack of infrastructure development, workforce adjustment, system loss, lack of supply, high demand, and inadequate financial incentive. Their mutual interrelationships were discussed using the Total Interpretive Structural Modeling Technique (TISM). After that, Matrice d'Impacts Croisés, Multiplication Appliquée à un Classement is known as MICMAC analysis, helps to identify the indirect relationship between barriers having high driving intensity. is known as MICMAC analysis, helps to identify the indirect relationship between barriers having high driving intensity. Finally, the DEMATEL approach was developed to establish the cause-effect relationship model between the barriers. Its purpose is to provide HR managers with an understanding of the relationship between the barriers and indicate the most critical ones that attach talent management with green human resource management for sustainability of an organization in the power sector of Bangladesh.