<![CDATA[This study examines the effect of digital competency profiling, competency-based talent-pool effectiveness, and dynamic reskilling on the quality of civil-servant talent management at BKPSDM Rokan Hulu Regency, Indonesia. Evidence on these three practices comes mostly from corporate settings, and they have rarely been tested together in local government. An explanatory quantitative survey was conducted with 155 civil servants selected through proportionate stratified random sampling from 4,247 active employees. Data were collected with a structured questionnaire and analyzed using multiple linear regression in IBM SPSS Statistics 27.0. Each predictor had a positive and significant partial effect, with digital profiling showing the strongest influence. Together, the three variables explained 68.4% of the variance in talent-management quality (R² = 0.684; F = 107.23; p < 0.001). The findings extend the dynamic-capabilities and strategic talent-management perspectives to a regional bureaucracy. In practical terms, BKPSDM Rokan Hulu should first establish a reliable digital profiling system and then expand its talent-pool and reskilling programs. The study contributes by testing the three practices within one integrated model in the context of Indonesian regional civil service.]]>
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