<![CDATA[A primary challenge in Indonesia's national development planning is the lack of optimal alignment between development needs and the quality, competence, and capacity of human resources (HR). This issue is compounded by regional disparities, weak cross-sectoral coordination, and suboptimal integration of data and performance evaluation. This study aims to analyze the implementation and optimization of strategic human resource management (SHRM) in supporting the effectiveness of national development planning in Indonesia. A qualitative approach utilizing the library research method was employed. Data were gathered through a review of regulations, government documents, academic books, scientific journals, and relevant prior studies, followed by descriptive analysis involving data reduction, data presentation, and conclusion drawing. The findings indicate that SHRM plays a crucial role in strengthening development planning through five key pillars: strategy-based HR planning, talent and competence management, the implementation of a merit system, the digitalization of HR governance, and transformational leadership combined with a performance-oriented culture. Implementing these pillars contributes to enhancing the quality of the civil service workforce, bureaucratic efficiency, data-driven decision-making, and national competitiveness. However, its effectiveness remains challenged by disparities in HR quality, inter-agency coordination issues, and data integration hurdles. Consequently, strengthening cross-sectoral synergy and data-driven HR governance is essential for optimizing adaptive and sustainable national development.]]>
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