Optimization of Talent Management in The Semarang District Government Sector

The quality of HR management in the public sector has caught the attention of many governments in the world today. Strategically, talent management is directed at efforts that can face global challenges to find opportunities that can produce superior organizational performance. The approach used is a qualitative approach and a conceptual approach. The data source used is secondary data. Data analysis was carried out descriptively and qualitatively. Concluding is carried out using a deductive method. This research found that the filling of structural positions in the Semarang Regency Regional Government area has been more influenced by political influence and there is an element of nepotism, namely closeness to Regional Government officials. This condition then has an impact on the performance of civil servants in the Regional Government which is less than optimal, such as lack of discipline, slow process of providing public services, and lack of understanding of the main tasks and functions of work. The practical implication of the integrative talent management framework is that public organizations will continue to search for talented individuals with leadership potential, which has the potential to lead to the tendency of HR leaders and supervisors. Before introducing talent management interventions, public sector organizations need to give careful consideration to how these can be implemented effectively.