We are optimistic that with BKN’s mentoring, talent management in our region will be more focused and able to support the achievement.
Jakarta, internasionalpos.com
Public Relations Officer of the National Civil Service Agency (BKN), Regional government agencies within the working area of the Manado Regional Office XI of the State Civil Service Agency (BKN), namely the South Bolaang Mongondow Regency Government and the East Halmahera Regency Government,
He expressed optimism about immediately implementing talent management through intensive mentoring from the BKN.
The Regent of the South Bolaang Mongondow Regency Government, Iskandar Kamaru, is confident in his agency’s readiness, especially since his region has recorded a Data Quality Index of 97.83 percent, categorized as high, with few data improvements.
“Regarding the three pillars of talent management implementation, our region has established regulations through a Regent’s Regulation, established a Talent Working Team and Committee, and used the BKN SIMATA system for ASN talent mapping and management.
We are optimistic that with BKN’s mentoring, talent management in our region will be more focused and able to support the achievement of our development vision and mission,” he said during a talent management exposure to the BKN on Tuesday (March 3, 2026) at the BKN Central Office, Jakarta.
Meanwhile, the Regent of East Halmahera, Ubaid Yakub, explained that the East Halmahera Regency Government had recorded a Data Quality Index of 98.43 percent, categorized as high, although there are still some data improvement points.
In terms of readiness, the East Halmahera Regency Government has also formed a Working Team and Talent Committee, including implementing 9-box-based talent mapping and utilizing the BKN’s SIMATA as a talent management system.
“We are optimistic that with guidance and assistance from the BKN, the implementation of talent management in East Halmahera can accelerate bureaucratic strengthening and catch up,” he said.
Regarding the readiness of both agencies, the Deputy Head of the BKN, Suharmen, reiterated the three main pillars of talent management: institutions, technology infrastructure, and information systems.
This includes the implementation of talent management, from acquisition, development, to retention. These three pillars.
According to him, optimal performance will not be achieved without the support of valid and up-to-date data quality. “The key to talent management is accurate and objective data.
The data must reflect actual conditions to avoid anomalies in the mapping,” he emphasized.
He also emphasized the importance of disseminating the talent management scheme to civil servants (ASN) to avoid misunderstandings regarding changes to the job filling mechanism.
Furthermore, implementation must comply with the National Civil Service Regulations (NSPK) and ensure there are no violations of morality, neutrality, or employee discipline in the job mapping and succession process.
With a high data quality index and strengthening the three pillars of talent management, both agencies affirmed their commitment to continuously improving data quality and strengthening governance.
And ensuring the merit system operates objectively and accountably.
(saniman tato)
