TALENT MANAGEMENT STRATEGIES TO IMPROVE EMPLOYEE PERFORMANCE AT BARANTIN
DOI:
https://doi.org/10.53625/ijss.v5i3.11387Keywords:
Talent Management, Employee Performance, Strategic HRM, Public Sector, SEMAbstract
The development of an organization is inseparable from the support of both internal and external stakeholders, with human resource management (HRM) playing a critical strategic role in achieving organizational objectives. In the modern competitive environment, Talent Management (TM) has emerged as a key HRM practice to attract, develop, retain, and position individuals with the right skills to drive organizational success. This study aims to examine the effect of Talent Management strategies on Employee Performance (EP) at the Indonesian Quarantine Agency (Barantin). Drawing on theories from Collings and Mellahi (2009) and other prior research, the study emphasizes the importance of aligning TM initiatives with institutional goals to enhance productivity and service quality. A quantitative research method was applied, with data collected through purposive sampling from 160 employees. The analysis used Structural Equation Modeling (SEM) via SmartPLS to test the measurement and structural models. The R² value for EP was 0.819, indicating that Talent Management explains 81.9% of the variance in Employee Performance, while the Q² value of 0.689 confirms strong predictive relevance. Hypothesis testing results show a path coefficient of 0.905, a t-statistic of 43.460, and a p-value of 0.000, indicating a very strong, positive, and statistically significant effect of Talent Management on Employee Performance. The discussion highlights that systematic talent acquisition, targeted training and development, performance-based appraisal systems, and structured career pathways substantially contribute to enhancing work quality and productivity at Barantin. The findings align with previous studies in both public and private sectors, confirming that well-implemented TM strategies improve engagement, retention, and organizational outcomes. The exceptionally high correlation found in this study suggests that Barantin’s TM practices are highly customized to its operational needs, enabling effective skill utilization and superior performance. These results underscore the strategic importance of TM in public sector institutions and provide practical insights for policymakers and HR practitioners aiming to strengthen workforce capabilities.
References
Abdullah, A., Kadi, T., Saini, U., & Ula, N. (2023). Religious-based talent management through the expertise of foster guardians at Pesantren.
Alghizzawi, M., & Habes, M. (2020). Impacts of social media and demographical characteristics on university admissions: Case of Jordanian private universities.
Alghizzawi, M., Habes, M., & Salloum, S. A. (2019). The relationship between digital media and marketing medical tourism destinations in Jordan: Facebook perspective. In International Conference on Advanced Intelligent Systems and Informatics (pp. 438–448).
Alqurashi, D. R., Alkhaffaf, M., Daoud, M. K., Al-Gasawneh, J. A., & Alghizzawi, M. (2023). Exploring the impact of artificial intelligence in personalized content marketing: A contemporary digital marketing. Migration Letters, 20(S8), 548–560.
Al-Sarayrah, W., Al-Aiad, A., Habes, M., Elareshi, M., & Salloum, S. A. (2021). Improving the deaf and hard of hearing internet accessibility: JSL, text-into-sign language translator for Arabic. In Proceedings of the International Conference on Advanced Machine Learning Technologies and Applications (AMLTA 2021) (p. 456).
Al-Shibly, M. S., Alghizzawi, M., Habes, M., & Salloum, S. A. (2019). The impact of de-marketing in reducing Jordanian youth consumption of energy drinks. In International Conference on Advanced Intelligent Systems and Informatics (pp. 427–437).
Alves, P., et al. (2020). Strategic talent management: The impact of employer branding on the affective commitment of employees. Sustainability, 12(23), 9993. https://doi.org/10.3390/su12239993
Anderson, D. M., & Stritch, J. M. (2016). Goal clarity, task significance, and performance: Evidence from a laboratory experiment. Journal of Public Administration Research and Theory, 26(2), 211–225. https://doi.org/10.1093/jopart/muv019
Anlesinya, A., & Amponsah-Tawiah, K. (2020). Towards a responsible talent management model. European Journal of Training and Development, 44(2/3), 279–303.
Anlesinya, A., Dartey-Baah, K., & Amponsah-Tawiah, K. (2019). Strategic talent management scholarship: A review of current foci and future directions. Industrial and Commercial Training, 51(5), 299–314. https://doi.org/10.1108/ICT-11-2018-0095
Barbu, M. C. R., & Diaconescu, D. L. (2018). Talent management in sport organizations. Journal of Sport Kinetics and Movement, 1(31), 62–65.
Battisti, E., Graziano, E. A., Pereira, V., Vrontis, D., & Giovanis, A. (2023). Talent management and firm performance in emerging markets: A systematic literature review and framework. Management Decision.
Beechler, S., & Woodward, I. C. (2009). The global ‘war for talent.’ Journal of International Management, 15(3), 273–285.
Cannon, J. A., & McGee, R. (2011). Talent management and succession planning (Vol. 151). Chartered Institute of Personnel and Development.
Chetty, S. (2015). Key factors to attracting and retaining software development talent in an IT company in Durban, KwaZulu-Natal: Talent innovation as competitive edge in KwaZulu-Natal IT sector.
Claus, L. (2019). HR disruption—Time already to reinvent talent management. BRQ Business Research Quarterly, 22(3), 207–215.
Colby, A., Sippola, L., & Phelps, E. (2001). Social responsibility and paid work in contemporary American life. In A. Rossi (Ed.), Caring and doing for others: Social responsibility in the domains of family, work, and community (pp. 463–501). University of Chicago Press.
Collings, D. G., & Mellahi, K. (2009). Strategic Talent Management: A Review and Research Agenda. Human Resource Management Review, 19(4), 304-313
Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304–313.
Cui, W., Khan, Z., & Tarba, S. Y. (2018). Strategic talent management in service SMEs of China. Thunderbird International Business Review, 60(1), 9–20.
Dessler, G. (2013). Fundamentals of Human Resource Management. Pearson
Dessler, G. (2017). Human Resource Management (15. Aufl. Global Edition). Harlow: Pearson.
Dhanabhakyam, M., & Kokilambal, K. (2014). A study on existing talent management practice and its benefits across industries. International Journal of Research in Business Management, 2(7), 23–36.
Elegbe, J. A. (2016). Talent management in the developing world: Adopting a global perspective. Routledge.
Ellitan, L. (2002). Praktik-Praktik Pengelolaan Sumber Daya Manusia Dan Keunggulan Kompetitif Berkelanjutan. Jurnal Manajemen dan Kewirausahaan, 4(2), 65-76.
Gallardo-Gallardo, E. (2018). The meaning of talent in the world of work. In Global Talent Management (pp. 33–58).
Gallardo-Gallardo, E., Thunnissen, M., & Scullion, H. (2020). Talent management: Context matters. International Journal of Human Resource Management, 31(4), 457–473. https://doi.org/10.1080/09585192.2019.1642645
Gerhardt, T., & Karsan, S. (2022). Talent management in private universities: The case of a private university in the United Kingdom. International Journal of Educational Management, 36(4), 552–575.
Gilani, H., & Cunningham, L. (2017). Employer branding and its influence on employee retention: A literature review. The Marketing Review, 17(2), 239–256.
Grant, A. M. (2008). The significance of task significance: Job performance effects, relational mechanisms, and boundary conditions. Journal of Applied Psychology, 93(1), 108–124. https://doi.org/10.1037/0021-9010.93.1.108
Grant, A. M., Fried, Y., & Juillerat, T. (2011). Work matters: Job design in classic and contemporary perspectives. In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology (Vol. 1, pp. 417–453). American Psychological Association. https://doi.org/10.1037/12169-013
Grobelna, A. (2019). Effects of individual and job characteristics on hotel contact employees’ work engagement and their performance outcomes: A case study from Poland. International Journal of Contemporary Hospitality Management, 31(1), 349–369. https://doi.org/10.1108/IJCHM-08-2017-0501
Habes, M., Alghizzawi, M., Salloum, S. A., & Mhamdi, C. (2021). Effects of Facebook personal news sharing on building social capital in Jordanian universities. In Communications in Computer and Information Science (Vol. 295). Springer. https://doi.org/10.1007/978-3-030-47411-9_35
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250–279. https://doi.org/10.1016/0030-5073(76)90016-7
Holbeche, L. (2009). Aligning Human Resources and Business Strategy. Routledge.
Hongal, P., & Kinange, U. (2020). A study on talent management and its impact on organization performance—An empirical review. International Journal of Engineering and Management Research, 10.
Horváthová, P. (2011). The Application of Talent Management at Human Resource Management in Organization. In 3rd International Conference on Information and Financial Engineering, IPEDR (Vol. 12, pp. 50- 54)
Hughes, J. C., & Murray, W. C. (2018). Evolving conceptions of talent management: A roadmap for hospitality and tourism. In T. Baum et al. (Eds.), Handbook of Human Resource Management in the Tourism and Hospitality Industries (pp. 153–168).
Humphrey, S. E., Nahrgang, J. D., & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature. Journal of Applied Psychology, 92(5), 1332–1356. https://doi.org/10.1037/0021-9010.92.5.1332
Joudeh, J. M. M., Khraiwish, A., Al-Gasawneh, J. A., Abu-Loghod, N. A., Nusairat, N. M., & Ali, N. N. (2021). Customers’ perception of service quality in Syrian restaurants operating in Jordan: The mediating effect of customer satisfaction. Academy of Strategic Management Journal, 20, 1–14.
Juliani, H., & Purba, D. E. (2019). Task significance, work passion, and job performance: The mediating role of work engagement. Advances in Social Science, Education and Humanities Research, 306, 439–444. https://doi.org/10.2991/icpsych-18.2019.38
Järvi, K., & Khoreva, V. (2020). The role of talent management in strategic renewal. Employee Relations, 42(1), 89–106. https://doi.org/10.1108/ER-02-2018-0064
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.2307/256287
Kaliannan, M., Darmalinggam, D., Dorasamy, M., & Abraham, M. (2023). Inclusive talent development as a key talent management approach: A systematic literature review. Human Resource Management Review, 33(1), 100926.
Kamel, N. (2019). Implementing talent management and its effect on employee engagement and organizational performance.
Kececioglu, T., & Yilmaz, M. (2014). Yetenek yönetimi perspektifinden bir marka uygulamasi [An application on the brand of talent management perspective]. Yaşar Üniversitesi E-Dergisi, 9(35), 6235–6244.
Kim, S., & McLean, G. N. (2012). Global talent management: Necessity, challenges, and the roles of HRD. Advances in Developing Human Resources, 14(4), 566–585.
Kusuma, S., Hamidah, H., & Pahala, I. (2023). Analysis of leadership, talent management and motivation towards employee turnover intention: A study in PT. Srirejeki Makmur Abadi. International Journal of Social Science Research and Review, 6(2), 238–257.
Lewis, R. E., & Heckman, R. J. (2006). Talent Management: A Critical Review. Human Resource Management Review, 16(2), 139-154.
Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705–717. https://doi.org/10.1037/0003-066X.57.9.705
Locke, E. A., Latham, G. P., Smith, K. J., Wood, R. E., & Bandura, A. (1990). A theory of goal setting and task performance. Prentice Hall.
Mathis, R. L., Jackson, J. H., & Valentine, S. R. (2015). Human resource management: Essential perspectives. Cengage Learning.
Megdadi, Y., Alghizzawi, M., Hammouri, M., Megdadi, Z., Haddad, R., & Ibrahim, E. (2023). The impact of electronic sales channels on customers response of convenience products outlets stores. International Journal of Professional Business Review, 8(6), e01379.
Mitosis, K. D., Lamnisos, D., & Talias, M. A. (2021). Talent management in healthcare: A systematic qualitative review. Sustainability, 13(8), 4469.
Muntean, S. N. (2014). Talent management and its contributions to the performance of the multinational organizations. Land Forces Academy Review, 19(3), 300.
Mwanzi, J., Wamitu, S. N., & Kiama, M. (2017). Influence of talent management on organizational growth.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2020). Fundamentals of human resource management (8th ed.). McGraw-Hill Education.
Oehley, A.-M. (2007). The development and evaluation of a partial talent management competency model.
Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual Review of Psychology, 65(1), 661–691. https://doi.org/10.1146/annurev-psych-010213-115208
Parker, S. K., Morgeson, F. P., & Johns, G. (2017). One hundred years of work design research: Looking back and looking forward. Journal of Applied Psychology, 102(3), 403–420. https://doi.org/10.1037/apl0000106
Peiró, J. M., Bayona, J. A., Caballer, A., & Di Fabio, A. (2020). Importance of work characteristics affects job performance: The mediating role of individual dispositions on the work design–performance relationships. Personality and Individual Differences, 155, 109705. https://doi.org/10.1016/j.paid.2019.109705
Salloum, S. A., Al-Emran, M., Habes, M., Alghizzawi, M., Ghani, M. A., & Shaalan, K. (2021). What impacts the acceptance of E-learning through social media? An empirical study. In Recent Advances in Technology Acceptance Models and Theories (pp. 419–431).
Sandeepanie, M. H. R., Perera, G. D. N., Sajeewani, T. L., & Gamage, P. N. (2020). Talent, talent management & its practices: A critical review.
Schuler, R. S., Jackson, S. E., & Tarique, I. (2011). Global talent management and global talent challenges: Strategic opportunities for IHRM. Journal of World Business, 46(4), 506–516.
Scullion, H., & Collings, D. G. (2011). Global Talent Management: Introduction. Routledge.
Shanock, L. R., & Eisenberger, R. (2006). When supervisors feel supported: Relationships with subordinates’ perceived supervisor support, perceived organizational support, and performance. Journal of Applied Psychology, 91(3), 689–695. https://doi.org/10.1037/0021-9010.91.3.689
Shet, S. V. (2020). Strategic talent management—Contemporary issues in international context. Human Resource Development International, 23(1), 98–102.
Sinambela, L. P. (2021). Manajemen Sumber Daya Manusia: Membangun Tim Kerja Yang Solid Untuk Meningkatkan Kinerja. Bumi Aksara.
Sinambela, L. P., & Sinambela, S. (2019). Manajemen kinerja: pengelolaan, pengukuran, dan implikasi kinerja.
Sparrow, P., Hird, M., & Cooper, C. L. (2015). Strategic talent management. Springer.
Tepayakul, R., & Rinthaisong, I. (2016). Finding components of talent management system. Humanities, Arts and Social Sciences Studies (Silpakorn University Journal of Social Sciences, Humanities, and Arts), 77–90.
Thunnissen, M., & Van Arensbergen, P. (2015). A multi-dimensional approach to talent: An empirical analysis of the definition of talent in Dutch academia. Personnel Review, 44(2), 182–199.
Urbancová, H. (2019). Benefits of age management in agribusiness. Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis, 67(2).
Yildiz, R. O., & Esmer, S. (2023). Talent management strategies and functions: A systematic review. Industrial and Commercial Training, 55(1), 93–111.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Akhmad Alfaraby, Edi Sugiono, Lijan Poltak Sinambela
This work is licensed under a Creative Commons Attribution 4.0 International License.
