International Journal of Business and Applied Economics (IJBAE)

Vol. 2, No. 2, 2023: 233-244

Talent Management Concepts: Analysis Recruitment, Program

Training, Mentoring, and Leadership

Indra Rustiawan1*, Rubadi2, Ratna Tri Hari Safariningsih3, Agustian Zen4

1Universitas Putra Indonesia (UNPI), 2Universitas Respati Indonesia,
3Universitas Negeri Jakarta, 4Universitas Bhayangkara Jakarta Raya

Corresponding Author: Indra Rustiawan [Link]@[Link]

ARTICLEINFO ABSTRACT
Keywords: Talent The purpose of this study is to find factors that
Management, Recruitment, influence talent management. The purpose of this
Program Training, Mentoring,
article is to identify and summarize literature
Leadership
reviews related to recruitment, training,
Received : 22, January mentoring, and management, and to review the
Revised : 21, February findings of the variables considered and the
Accepted: 20, March
impact of one variable on another. am. This study
©2023 Rustiawan, Rubadi, uses a literature search by looking for variable
Safariningsih, Zen: This is an open- references in several international articles. This
access article distributed under the study provides an overview of incoming articles
terms of the Creative Commons
Atribusi 4.0 Internasional. describing the effects between variables. Results
showed that several variables influenced the
exposure index matrix. The research on talent
management in this literature review article
focuses specifically on the variables that can
potentially improve talent management
effectively recruitment, training, mentoring, and
leadership.

DOI: [Link] 233

( ISSN-E: 2963-6124
[Link]
Rustiawan, Rubadi, Safariningsih, Zen

INTRODUCTION
Talent management has become an important part of the growing skills of
workers. Competency management is a process that ensures a company's ability
to fill key positions such as future leaders and tasks that support the company's
core competencies. Skills required by workers in the workplace continue to grow
and develop as you work Organisations so that the organization or business can
continue to acquire production of products that are constantly evolving and can
compete with your second business In the constant global competition running
in the 21st century. On some of the research that has been done on the topic of
talent management, talent management is a process that is integrated with other
processes for Human Resources. Talent management is a system that evaluates
employee performance. Especially in companies with a large number of
personnel and human resource. More precisely, expertise and business are
closely intertwined, as this system helps companies identify employees and
facilitates the placement of employees by sector. In addition, we can see how long
the performance of each employee is, but also competency management is
sometimes used in competency management and employee self-development.
There is no doubt about the importance of talent management in business
strategy execution. Because it helps companies to support their employees to do
their jobs optimally. On the other hand, employees have the opportunity to
develop and improve their skills and ultimately have a positive impact on the
company's development for the better. Talent management practices have
become a strategic imperative for organizations. The practical objective of this
formula is to optimize the role of an organization’s human resources. Talent
management is the management of people through the continuous and effective
analysis, development, and use of competencies for business needs. The purpose
of competency management is to develop a competitive advantage by using the
potential of personnel groups to achieve optimal performance. In addition to
implementing competency management in the organization, it can also start with
finding potential employee talents. Talent mapping is an activity that maps the
organization’s human resources.
The organization wants to know the mapping of the percentage of existing
HR actions compared to the resulting performance. From this activity, the
organization obtains information about its human resources in 9 quadrants. The
results of this mapping can be used for various needs, including development
strategies for talented individuals and individuals with multiple vulnerabilities.
In addition, management should also be aware of the shortcomings or strengths
of human resources to develop and implement appropriate strategies. In general,
competency mapping takes the form of an assessment, viz. H. the objective is to
find individuals who meet certain qualifications to fulfill a level of duties i.e.
authority and responsibility. The purpose of evaluation activities is the
effectiveness of a person's work behavior in an organization or institution.
Therefore, institutions must carefully place individuals who have authority in
roles and responsibilities in these positions.
A talent pool is a group of people who are considered talented, superior, or
capable, becoming role models or mirrors for other employees to behave in

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Vol. 2, No. 2, 2023: 233-244

accordance with their values. The purpose of a talent pool is to contribute to the
creation and maintenance of organizational excellence through proactive efforts
to identify and place existing talent (qualified human resources) in key positions
within the organization. The principle of a talent pool is to use individuals with
medium to high qualifications or potential to support the performance expected
by the organization. Ideally, the organization will have a wide range of human
resources that will be developed according to the needs of the business strategy.
Therefore, management should recruit the best group of candidates for this talent
management program. The best candidate groups are represented in quadrants
6, 7, 8, and 9. The staffing situation in these four quadrants can be included in the
competency management program. Talent search, to meet the needs of
individuals, you must invest in the company or agency's program to strive for
excellent seeds spread across the archipelago. assessment centers have so far
demonstrated a good working relationship as partners in capturing individual
potential and screening quality seeds through talent search services.
Benefits of a Talent Management System, as mentioned earlier a talent
management system is an integral part of modern business. This talent
management brings great benefits. Some of the benefits of talent management are
as follows: (1). Put the right people in the right jobs With the help of competency
management, companies can map out the skills and qualifications of talented
employees. This allows the management to retain the skills as well as the
willingness in the company. This allows the company to place the right employee
in the right place. This will certainly have a positive impact on the company and
its employees. Because when the right people are placed in the right positions,
they can generate good productivity, which affects the productivity of the entire
organization. This will certainly have a positive impact on employee
performance. (2). Retain highly talented employees. Highly talented employees
are one of the company's most valuable assets that can support the company's
success. In addition, of course, business competition between companies is
getting tougher in the midst of the current weak economy. Of course, this
encourages companies to retain the best-talented employees so that they do not
leave the company through a large exit process. In terms of talent management,
companies focus more on mapping programs and employee retention strategies
to recruit, develop, retain, and also engage those who have real qualities. (3).
Better employee recruitment. Of course, we know that the quality of a company
depends on the quality of its employees. In order for a company to get good
employees, it must start with a good recruitment process. By implementing
competency management, companies can maintain a better recruitment system.
Because Talent Management Recruitment Assessment is an integral part of the
personnel selection process. (4) The company improves and grows. Talent
management can help companies evaluate company employees. With this
assessment, the company can have a good understanding of employees' personal
development needs, career aspirations, strengths, and weaknesses. In addition,
the company can also know exactly the satisfaction of its employees. This allows
the company to identify what things can motivate employees to do a better job
based on the company's needs. This ultimately helps the company to make good

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policies for the future of the company. It is said that competency management is
very important for companies because companies can then calculate the right cost
for the right person. Thus, HR can be optimally mobilized and bring rapid
development to the company.
Let's examine together the reasons why enterprise competency
management fails. (1). Lack of monitoring and evaluation, in general strategies
and plans have been made, but there are limitations in managing and evaluating
the strategies that have been made before. Of course, many stakeholders are
needed to oversee the development of the talent management program
implemented in the organization. The stakeholders mentioned here are not only
the human capital department but also the leadership roles and also the owners
responsible for the program. A change in organizational structure or a change in
the relevant team in the middle of the project leads to a loss of good
communication flow, resulting in the abandonment of the plan and strategy. (2).
The process of identifying subjective talent management Perhaps the concept of
talent of HC practitioners now is a bit off. When we talk about talent
management, talent is not just potential employees. A talent is a group of people
who have been assessed as effective and potential employees. (3). The generation
gap in talent management One factor that is often overlooked by the human
capital leader when implementing talent management is that generational
differences are sometimes overlooked when factoring in talent management
strategies. How many of you have experienced difficulties working on a project
due to different communication methods For example, generation Y or better
known as the millennial generation is the most dominant generation in the
company. However, it would be better if human capital practitioners also
develop strategies to select, manage, and retain the next generation (Gen Z). The
purpose of competency management is to help company employees improve
their performance and promote success in any job. High employee productivity
can increase company turnover efficiently and effectively, thus achieving the
goals that the company has set. Talent management can be difficult to implement
in the implementation process. Different complex situations or different ideas of
decision-makers are among the barriers to implementation.

LITERATURE REVIEW

Table 1. Previous Research References

No Article Tittle Publisher & Year Authors

1 The Impact Of Digital Transformation Technological (Montero
On Talent Management Forecasting & Guerra et
Social Change - al., 2023)
2023
2 Inclusive Talent Development As a Human Resource (Kaliannan
Key Talent Management Management et al., 2022)
Approach: a Systematic Literature Review - 2022
Review

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Vol. 2, No. 2, 2023: 233-244

3 Talent Management Practices And The Journal of (Omotunde

Job Performance Of Librarians In Academic &
University Libraries In Nigeria Librarianship - Alegbeleye,
2021 2021)
4 Reimagining attraction and retention Journal Business (C. King et
of hospitality management talent– A Research - 2021 al., 2021)
multilevel identity perspective
5 Enabling Effective Talent Business (K. A. King
Management Through a Macro- Research & Vaiman,
Contingent Approach: A Framework Quarterly - 2019 2019)
For Research and Practice
6 HR Disruption Time Already To Business (Claus,
Reinvent Talent Management Research 2019)
Quarterly - 2019

(Parmenas et al., 2021) The implementation of talent management in

companies has been widely done by management to prevent running out of
superior and competent human resources. (Susanto et al., 2023) Recruitment
from within the company will cause great motivation from within employees
because internal recruitment is the same as respect and management proves the
existence of a career path in the company. (Saling & Do, 2020) Analize the talent
pool using the nine box matrix in talent management, creating future leaders in
a professional company organization. (Liu et al., 2021) The function of talent
management is to prepare leaders in the organization who are trained, superior
and have above-average abilities, because in determining the talent pool
managers must be able to objectively analyze the strengths and weaknesses of
candidates. (Moore et al., 2020) In the process of recruiting employees, a
personnel officer will use a competence-based interview to explore how
competent the prospective employee is and assess how well he/she knows the
job to be applied for. (Ast & Nyhuis, 2022) Training can help employees carry out
tasks well and quickly complete tasks. (Susanto & Sawitri, 2023) The mentoring
program helps employees to be independent, in the mentoring program there are
several steps that must be passed by a mentee, namely learning experience from
a mentor and then practicing it until it is successful. (Oikarainen et al., 2022) In
the mentoring process, there are several things that must be agreed upon in
advance, such as how long the mentoring duration is and what targets are to be
achieved after the mentoring program is completed. (Li et al., 2021) The
leadership of a leader can advance the organization because this servant leader
is a leader who provides assistance and motivation to his subordinates to increase
work productivity. (Piwowar-Sulej & Iqbal, 2022) A manager's leadership will
solve problems in the organization and innovate to develop human resources to
be skilled and have the ability to become the next leader.

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Recruitment

Program
Training

Talent
Management
Mentoring

Leadership

Figure 1. Conceptual Framework Research

Information Based Variable:

Y: Dependent variable (Talent Management)
X1: Independent variable (Recruitment)
X2: Independent variable (Program Training)
X3: Independent variable (Mentoring)
X4: Independent variable (Leadership)

Figure 2. Cycle Process Model

Source: [Link]

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Figure 3. Conceptual Nine Box

Source: [Link]

METHODOLOGY
This research method is a literature review that compares several existing
theories and previous studies. In order to obtain the information and data
necessary for this work, the following data collection techniques are used:
documents/library, namely the technique of collecting data by studying
documents related to the problem under study. The data analysis technique in
this study uses the method of analysis in a literature review using inductive
thought patterns. The analysis process is carried out using data analysis
techniques, which content analysis, namely, through the detailed description
phase, the nature, characteristics and substance of the data and the context, then
the theoretical interpretation and the use of inductive logic, then a conclusion is
drawn.

RESEARCH RESULT
Talent Management is a system that accurately and efficiently evaluates
each employee. The evaluation results show the employee's ability to support the
company to achieve its goals. This is done by placing employees in the right
position, improving employee performance levels, talent management, self-
development, skills, training employees, organising careers, etc. Talent
management can be described as a process aimed at improving people's
performance through talent management practices and one of the key functions
of human resources. It is necessary not only in the process of recruiting potential
employees, but also in the process of mapping a simple organisational structure.
The quality of competence is determined by the organisation's ability to manage
its human resources to stay abreast of changes. Knowledge management
programs must be aligned with the vision and mission of the company or
organisation. Competency management plays an important role in career
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planning. Career planning features for employees define careers, review careers
and other achievable goals to help employees achieve higher careers. Career
planning is the process by which an employee plans actions to promote personal
career development. Career planning requires thorough knowledge of an
employee's aptitudes and skills to translate them into potential careers. It also
enables job placement, promotion, and job optimisation based on an employee's
potential. Competency management can be taken over by a human resource
management expert. However, competency management can also be done by an
external party in collaboration with the company.

DISCUSSION
Recruitment is the first process that determines whether the team formed
in the company is good or bad. Therefore, the stages of the recruitment process
need to be done as well as possible in terms of continuity in human resource
management. One of the most important keys to creating professional human
resources is the recruitment, selection, training and development of potential
employees. It is not easy to find skilled and qualified workers. Organisations and
companies have to screen new members or employees. Therefore, staff are
required to screen applicants who want to apply. In organisations, this
recruitment is one of the most important processes to determine whether
candidates apply to the organisation. Recruitment process Provides a suitable
pool of potential employees/employees; Consistent with the company's strategy,
insights, and values; Helps reduce the likelihood of new employees leaving;
Coordinates recruitment efforts with selection and training programmes; Fulfils
the company's responsibility to create jobs.
Job training is the process of helping employees become effective in their
current or future jobs by developing the right thinking, actions, skills, knowledge
and attitudes. Various methods can be used in training programmes: Employee
training is a programme that enables employees to acquire skills or knowledge
related to their job. Usually, employee training is tailor-made for each position or
task in the company. In this way, employees become more professional and their
skills improve, while the productivity of the company increases. The purpose of
training and staffing is basically divided into five areas: Improving performance,
Updating employee skills in line with technological development, Shortening the
training period of new employees to be competent in the workplace, We help
solve operational problems, Training employees for promotion.
Mentoring is a mentoring activity in the form of support and guidance to
individuals or groups, aiming to shape the growth, development, competence
and character of the person (mentee) in a positive direction. In working life,
mentoring means guiding mentees and developing their skills so that they can
assess themselves and reach their best potential so that work is done on autopilot.
When we were in school, students had the opportunity to gain knowledge
through materials that were "fed" by teachers. You got good grades if you
followed the material and passed the exam above average. The key is to be
diligent, obedient and avoid doing things that break the rules. The level is only
up to 12 years. In contrast, the world of work is vast and full of competition. They
are considered adults and do not have to meet certain grades. However, you need
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information and guidance to develop according to your character and abilities.

Without a mentor, one tends to get lost. It is the same if you become a leader one
day. Without mentoring skills, you will always be tired of preparing a board for
incompetent subordinates who are rejected by the underappreciated, and this
may hamper your career as you contemplate the same problem.
Leadership is a quality that a leader must possess. Leadership is about the
ability to inspire others. Leadership is a skill needed in organisations, businesses
and companies.
Leadership is the art of motivating a group of people to work towards a
common goal. In business, management refers to efficiency. Leadership is a set
of behaviours that can be learned and a set of qualities that can be developed.
Leadership is the ability to lead a group of people to achieve a specific goal. This
ability includes leading and motivating others so that together we can achieve
what we dream of. In some opinions, leadership is also used as a term to describe
a type or style of leadership. When people need help understanding why they
are doing something, people with leadership skills can show members their
vision for their organization. This includes explaining and convincing members
that something needs to be done to achieve what they want. Another benefit of
leadership skills is the ability to motivate oneself and others. How high a person's
leadership skills are is shown by their ability to recognize the work that others
do. This includes the performance of team members. The rewards given can
increase the motivation and enthusiasm of the members. This is how others see
the importance of leadership.
From the discussion above, recruitment, training, mentoring and
leadership programs can support a company's talent management program. This
is because talent management can work well with these four factors.

CONCLUSIONS AND RECOMMENDATIONS

Basically, talent management includes a system to evaluate employee
performance in the best possible way. Especially if the company is well-known
and has many employees. In this case, talent and business have a very close
relationship. This system makes it easy for companies to identify all employees
who work. No wonder, entrepreneurs are able to mobilise employees according
to their abilities. So the work done is much better than others. Besides the fact
that talent management is also an indicator of talent management and employee
self-development. In the corporate world, this cannot be left out because it
concerns the implementation of business strategies. What is meant by
competency management is a company companion that supports employees to
do their jobs better. It even offers opportunities to advance and improve your
skills. Of course, this has a positive effect on the development of the company for
the better. Competency management is the key to moving an organisation
towards its goals. Create and retain high-quality employees. It can even be a
work motive for those who play an important role in the company. The existence
of competency management is very beneficial for the company. The last benefit
of talent management is that we can retain employees with great talent. These
employees are the company's most valuable assets that can support its success.

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Nowadays, when the economy is slowing down, business competition between

companies is getting tougher. So, professionals are needed who can handle
various financial cases. Therefore, companies work hard to retain the best
talented employees. Of course, there is no termination procedure until he leaves
the company where he works. All companies must use this strategy to meet the
requirements of competing with competitors. No wonder the company can work
successfully according to its vision and mission. This is an important reference
for organisations that build competency management.

ADVANCED RESEARCH
This research is still imperfect, in the future it is hoped that the next
researcher will perfect this research with the support of questionnaire
distribution data so that the significant influence between variables can be seen.
Hopefully this research can add to the knowledge of the readers for library
references.

ACKNOWLEDGMENT
The collaboration of four authors of a research lecturer first thanked their
respective educational institutions for supporting this research activity, second
for previous researchers who have been used as references for literature reviews,
third for article reviewers, fourth for editors and fifth for the International Journal
of Business and Applied Economics (IJBAE).

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