The Influence Of Talent Management And Learning Organization On Employee Performance Through Employee Engagement

Tanty Anggraeni Sembiring (Universitas Pembangunan Panca Budi Medan)
Erwansyah Erwansyah (Universitas Pembangunan Panca Budi Medan)
Muhammad Isa Indrawan (Universitas Pembangunan Panca Budi Medan)

Jurnal Fokus Manajemen
Vol 6 No 4 (2026): November

This study aims to test and analyze the influence of talent management and learning organization on employee performance with employee engagement as an intervening variable in the Human Resources Bureau of the North Sumatra Police. This study uses a quantitative approach. The research population consists of all employees of the Human Resources Bureau of the North Sumatra Police which totals 115 people. The sampling technique uses saturated sampling so that all members of the population are used as research samples. Primary data was collected through questionnaire deployment using the Likert scale. The data analysis technique used Partial Least Squares–Structural Equation Modeling (PLS-SEM) with the help of the SmartPLS 3.0 program. The results of the study show that talent management has a positive and significant effect on employee performance and employee engagement. Learning organization also has a positive and significant effect on employee performance and employee engagement. Furthermore, employee engagement has a positive and significant effect on employee performance. The results of the indirect influence test showed that employee engagement was able to positively and significantly mediate the influence of talent management on employee performance and the influence of learning organization on employee performance. The R-square value of employee engagement of 0.315 shows that talent management and learning organization are able to explain the variation in employee engagement by 31.5%, while the remaining 68.5% is explained by other variables outside the research model. The R-square value of employee performance of 0.492 indicates that talent management, learning organization, and employee engagement are able to explain the variation in employee performance by 49.2%, while the remaining 50.8% is explained by other variables. The findings of the study confirm that improving employee performance can be done through proper talent management, strengthening the learning organizational culture, and increasing employee involvement in work and organization.