<![CDATA[There is an empirical gap in the implementation of State Civil Apparatus talent management policy in Ciamis Regency, which received the highest category of public service quality assessment from the Indonesian Ombudsman and demonstrated excellent performance of BKPSDM, but the implementation of State Civil Apparatus talent management policy is not optimal. This study attempts to fill the theoretical gap related to the limitations of studies on the implementation of talent management in the public sector, especially in the context of local governments in developing countries, as well as the need to understand the factors that influence the success of the policy implementation. This study aims to develop a model for the implementation of State Civil Apparatus talent management policy based on empirical findings in Ciamis Regency. This study uses a qualitative approach with a case study method. Data were obtained through in-depth interviews, observations, and documentation studies. Data validation was tested through source triangulation, method triangulation, member checking, audit trail, and peer debriefing. The research analysis uses Van Meter and Van Horn's policy implementation theory which includes six dimensions, namely policy standards and objectives, resources, inter-organizational communication and strengthening activities, characteristics of implementing agencies, social, economic, and political conditions, and the disposition of policy implementers. The research results indicate that the development of a model for implementing State Civil Apparatus talent management policies that integrates digital governance as a connecting mechanism that complements the six dimensions of policy implementation by Van Meter and Van Horn. The developed model provides theoretical contributions to the study of public policy implementation as well as practical contributions for local governments in strengthening the integration of talent management information systems, increasing the capacity of apparatus in digital governance, and building organizational commitment in implementing State Civil Apparatus talent management.]]>
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