PENGARUH TALENT MANAGEMENT DAN PERFORMANCE MANAGEMENT TERHADAP PRODUKTIVITAS ASN MELALUI MOTIVASI KERJA DI LINGKUNGAN PEMERINTAH

Abstrak

ABSTRAK

Penelitian ini bertujuan untuk menganalisis pengaruh talent management dan performance management terhadap produktivitas Aparatur Sipil Negara (ASN) melalui motivasi kerja di lingkungan pemerintah. Tantangan birokrasi modern menuntut organisasi sektor publik untuk memiliki sumber daya manusia yang profesional, adaptif, dan produktif. Namun demikian, masih ditemukan berbagai kendala seperti penempatan pegawai yang belum sepenuhnya berbasis kompetensi, sistem evaluasi kinerja yang belum optimal, serta rendahnya motivasi kerja sebagian pegawai. Penelitian ini menggunakan pendekatan kualitatif deskriptif. Informan penelitian berjumlah 35 orang ASN yang dipilih melalui purposive sampling, terdiri atas pejabat struktural, pengelola SDM, dan pegawai pelaksana. Teknik pengumpulan data dilakukan melalui wawancara mendalam, observasi, dan dokumentasi. Analisis data menggunakan model Miles dan Huberman, yaitu reduksi data, penyajian data, dan penarikan kesimpulan. Hasil penelitian menunjukkan bahwa talent management berpengaruh positif terhadap motivasi kerja melalui penempatan pegawai sesuai kompetensi, kesempatan pengembangan karier, dan sistem promosi berbasis merit. Performance management berpengaruh terhadap motivasi kerja melalui target kerja yang jelas, evaluasi berkala, serta pemberian penghargaan atas capaian kerja. Motivasi kerja terbukti menjadi variabel intervening yang memperkuat pengaruh kedua variabel tersebut terhadap produktivitas ASN. Produktivitas meningkat pada aspek kualitas pelayanan, ketepatan waktu, disiplin kerja, dan inovasi pelayanan publik.

This study aims to analyze the influence of talent management and performance management on the productivity of Civil State Apparatus (ASN) through work motivation in the government environment. Modern bureaucratic challenges require public sector organizations to have professional, adaptive, and productive human resources. However, several obstacles are still found, such as employee placement that is not fully competency-based, suboptimal performance evaluation systems, and low employee work motivation. This study used a descriptive qualitative approach. The research informants consisted of 35 civil servants selected through purposive sampling, including structural officials, human resource managers, and operational staff. Data were collected through in-depth interviews, observation, and documentation. Data analysis used the Miles and Huberman model, namely data reduction, data display, and conclusion drawing. The results showed that talent management had a positive effect on work motivation through competency-based placement, career development opportunities, and merit-based promotion systems. Performance management also influenced work motivation through clear work targets, periodic evaluations, and rewards for achievements. Work motivation was proven to be an intervening variable that strengthened the influence of both variables on ASN productivity. Productivity improved in terms of service quality, timeliness, work discipline, and public service innovation.