Manajemen Talenta dan Pengembangan Karier SDM Tenaga Kesehatan dalam Meningkatkan Kinerja Pelayanan Rumah Sakit

Palakka Shiddiqi; R. M. Syauqi Annuri; Putu Widhi Damayanti; Fatimah Fatimah; Yen Efewati

doi:10.55606/jupsim.v5i3.8102

Authors

Palakka Shiddiqi Universitas Adhirajasa Reswara Sanjaya
R. M. Syauqi Annuri Universitas Adhirajasa Reswara Sanjaya
Putu Widhi Damayanti Universitas Adhirajasa Reswara Sanjaya
Fatimah Fatimah Universitas Adhirajasa Reswara Sanjaya
Yen Efewati Universitas Adhirajasa Reswara Sanjaya

DOI:

https://doi.org/10.55606/jupsim.v5i3.8102

Keywords:

Career Development, Hospital Performance, Job Satisfaction, Talent Management, Workforce Retention

Abstract

Hospital competitiveness is determined not only by the sophistication of medical facilities but also by the quality of human resource management that operates them, making talent management and career development of health workers a critical issue requiring in-depth examination. This study aims to analyze the concepts of talent management and career development and their relationship with job satisfaction and retention of health workers in improving hospital service performance. The method employed was a PRISMA-based Systematic Literature Review, with a selection process from 309 initial documents resulting in 15 final articles published between 2021 and 2026 from nine countries. The findings show that Indonesia dominated the research context with six articles (40%), ten of the 15 articles applied structural equation modeling approaches, and publication volume peaked in 2023 and 2025 with five articles each. The results confirm that talent management significantly affects job satisfaction, retention, and service performance, with mediating mechanisms varying across employee engagement, knowledge management, and perceived organizational support depending on the country context. The implication is that hospitals in Indonesia need to adopt data-driven selection systems, standardized talent operating procedures, and fair compensation schemes to close the gap between the ideal concept of talent management and its actual implementation in practice.

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