<![CDATA[Public health units in provincial government need competent, trustworthy, and service-oriented civil servants, yet placement, development, and promotion are still often based on administrative considerations rather than systematic mapping of performance and potential. This article formulates talent management strategies to improve employee performance in the Public Health Division of the Lampung Provincial Health Office and examines them from the perspective of Islamic community development (Pengembangan Masyarakat Islam). The study used qualitative library research. Data were drawn from books, journal articles, regulations, and primary Islamic sources, and analyzed through descriptive content analysis. The results show eight strategies: key position and competency mapping, performance–potential talent mapping, competency-based placement, targeted development, career and succession planning, retention and rewards, culture and leadership strengthening, and information systems with continuous evaluation. The strategies are mapped onto the Ability–Motivation–Opportunity (AMO) framework, grounded in the Islamic values of amanah, justice, consultation, excellence, and cooperation, and formulated into six research propositions. Talent management is framed as a form of amanah, and public health employees as facilitators of community empowerment. The conceptual model still requires empirical testing.]]>
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