<![CDATA[Bureaucratic transformation demands strategic human resource management for State Civil Apparatus (ASN) aligned with organizational goals. One approach that can be used is the Human Resource Scorecard (HR Scorecard), which emphasizes the link between organizational strategy, human resource management practices, and measurable performance. However, most HR Scorecard studies still focus on the private sector, while its application in the context of public organizations, particularly in ASN talent management, is still limited. This study aims to analyze the implementation of the HR Scorecard in HR management at the National ASN Talent Policy and Learning Center (Pusjar SK Talenta ASN) and identify gaps between actual and ideal conditions based on the HR Scorecard perspective. The study used a qualitative approach with a case study design through in-depth interviews, observations, open-ended surveys, and document analysis. The results show that the implementation of the HR Scorecard has been reflected in several HR management practices, such as performance planning and competency development. However, there are still gaps in the aspects of aligning organizational strategy with HR strategy, strengthening HR architecture, integrating performance measurement systems, and strategic feedback mechanisms. Therefore, a more integrated, adaptive, and data-driven HR Scorecard implementation strategy is needed to support strengthening ASN performance management and increasing the effectiveness of public organizations.]]>
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