TALENT MANAGEMENT-BASED TRAINING MANAGEMENT MODEL: A CASE STUDY OF THE SUPERVISORY LEADERSHIP TRAINING PROGRAM AT BPSDM DKI JAKARTA PROVINCE

Abstract

This study aims to analyze and formulate a talent management-based training model for the Supervisory Leadership Training (Pelatihan Kepemimpinan Pengawas/PKP) program at the Regional Human Resources Development Agency (BPSDM) of DKI Jakarta Province. The study is motivated by a persistent gap between the fulfilment of a policy requiring a minimum of 40 learning hours of competency development per year for civil servants (ASN) and the strategic use of training outcomes for talent and career management. A qualitative single-case study design was employed. Data were gathered through in-depth interviews, participant observation, field notes, and document review involving key informants selected through purposive and snowball sampling, and were analyzed through data reduction, data display, and conclusion drawing, with trustworthiness strengthened through source, technique, time, and process triangulation. The findings show that PKP learning management at BPSDM DKI Jakarta has been relatively well structured through planning, organizing, implementing, and evaluating stages that follow the standards of the National Institute of Public Administration (LAN) and the regional 40-hour competency policy. An emerging talent management orientation was found through work-problem-based assignments and change-project portfolios, yet the integration of training outcomes with ASN talent information systems remains fragmented, so training results predominantly function as administrative proof of graduation rather than strategic talent data. Based on these findings, this study develops and validates a Talent Management-Based PKP Learning Management Model using an input-process-output-outcome-feedback framework, which stakeholders assessed as valid, practical, and acceptable. The study contributes theoretically to public-sector training management literature that integrates andragogy, performance management, and talent management, and practically offers regional training institutions a reference for linking training outcomes to merit-based civil-service career development.