<![CDATA[This study aims to identify and analyze the factors and obstacles in the implementation of talent management in the Metro City Government, which has had a legal basis since 2021 and won a meritocracy award in 2023. The research method used is qualitative with a case study approach. Primary data was collected through in-depth interviews, while secondary data was obtained from documentation and archives. The data analysis technique followed the Miles and Huberman model, which includes data collection, data reduction, data presentation, and verification. The results of the study show that the implementation of talent management in Metro City has not been systematic and comprehensive. At the talent acquisition stage, processes such as critical job identification, talent mapping, and succession planning have not been optimal. Similarly, the talent development, retention, and placement stages have not achieved the expected results. Several obstacles were identified, including: (1) political intervention in the assessment process, resulting in a lack of transparency; (2) limited institutional readiness, including cooperation with accredited assessment centers and the adoption of information systems; (3) leadership support that often intersects with political interests; and (4) an organizational culture that positively utilizes the potential of employees in each regional apparatus.]]>
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