Strategi Manajemen Talenta di Lembaga Pemerintah Daerah
Keywords:
Talent management, ASN, Merit System, Competency Development, Local GovernmentAbstract
This study aims to analyze talent management strategies in managing civil servants (ASN) within the South Tapanuli Regency Government. The primary issue addressed is the suboptimal implementation of the merit system in identifying, developing, and retaining high-potential civil servants. A qualitative approach was employed, using in-depth interviews with 15 key informants to collect empirical data. The findings reveal that talent management practices remain administrative in nature and lack support from an integrated HR information system. Talent identification is still subjective, competency development is not yet potential-based, the merit system is not institutionalized, and the retention of high-performing ASN is not prioritized. Nevertheless, the initial commitment from organizational leaders serves as a strength that can be leveraged through training and supportive regulations. The study recommends HRIS integration, the establishment of a regional talent management team, and the formulation of competency-based career paths. These findings are expected to serve as a reference for human resource oriented bureaucratic reform.
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