<![CDATA[This study aims to analyze the effect of talent management on employee retention and employee performance in service-sector companies. Talent management is operationalized through four dimensions: talent attraction, talent identification, talent development, and talent retention. The study employs a quantitative approach with an explanatory survey design. The data used in this article are simulated (dummy) data generated for the purpose of illustrating the analytical method, involving a hypothetical sample of 150 employees across five service companies. The research instrument is a five-point Likert-scale questionnaire, analyzed using validity and reliability tests, classical assumption tests, multiple linear regression, and the Sobel test for mediation analysis. The simulation results indicate that talent management has a positive and significant effect on employee retention (β = 0.412; p < 0.05) and employee performance (β = 0.358; p < 0.05), and that employee retention partially mediates the relationship between talent management and employee performance. These findings are conceptually consistent with prior studies affirming that organizations which manage talent systematically tend to exhibit higher levels of employee retention and productivity. This article underscores the importance of integrating talent management into human resource strategy as a source of sustainable competitive advantage.]]>
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