PERFORMANCE BASED TALENT MANAGEMENT SYSTEM DESIGN SOFT SYSTEM METHODOLOGY APPROACH

: In the dynamic global business competition of today's globalization era, to sustain a competitive advantage, Talent Management has become one of the crucial efforts for organizations to face the future. Talent Management systems have also become a critical issue for modern organizations in their endeavors to optimize employee performance and achieve competitive excellence. The success of an organization is determined by highly talented human resources, and human skills are an integral part of a company's business strategy to develop the organization. This research aims to develop an innovative Talent Management System using the Soft System Methodology (SSM) approach to increase effectiveness and efficiency in human resource management. The research methodology involves structured steps of SSM, including understanding the problem context, identifying the stakeholders involved, formulating problem understanding, and designing the system. Data for this study were collected from various sources, including interviews with top-level managers, employees, and human resources departments, as well as document analysis. The research findings indicate that the implementation of a Performance-Based Talent Management System can provide significant benefits to the organization. With the SSM approach, the changes that occur are more easily accepted and adopted by all involved parties, as it involves collaboration and active participation from stakeholders. The results show that impact evaluation of actions taken is necessary for continuous learning, and implementation with adjustments based on feedback and experience is required.


INTRODUCTION
In the dynamic competition of global business in the current global era of globalization, to be able to survive in a competitive advantage is influenced by the development of global competitiveness.This requires every organization to have resources that encourage a competitive environment and be able to face a more favorable era of change in the future sustainability of the organization.The initial development of this competitiveness was triggered by a talent war (Talent War) that has occurred since 1998 which was proclaimed by Mckinsey & Company with the statement "to get a better talent must be fought for", and "in the next 20 years, the company will be owned by technology conscious businessmen.In managing a talent, the company will provide much better results for shareholders" (Maarif et al., nd) .Talent management is very important for the strategic success of the organization, it is a priority for the organization.Talent Management is a strategic management that addresses the systematic identification of key positions, which are considered as an organization's sustainable and competitive advantage (Zulkarnain, 2021) .To fill in the key person is one of the main responsibilities of the management.Talent management systems can improve organizational performance by influencing employee motivation, organizational commitment, and over-representational behavior (Saputro & Soeling, 2023).
Talent Management has been a topic of conversation for Human Resources for the last few years (Yulianto, 2021) .This has become a flagship program for various companies in order to achieve the vision, mission and strategic goals as well as to increase organizational growth and sustainability (Growth and Sustainability).
(Haerani, 2017) (Armstrong & Schmidt, 2008) .The unpreparedness of superior talent in facing challenges in the current era is a very important factor in finding solutions.A survey conducted by Deloitte in 2012 stated that only 2% of their professionals considered the global employee mobility function to be world class, and more than 70% of business Human Resources (HR) practitioner stakeholders felt that global employee mobility was underperforming and required significant investment.significant to encourage the development of his talent.In the report of the World Economic Forum (WEF), which is explained in the Global Competitiveness Index, it is stated that Indonesia has experienced a downgrade during 2018 -2022 in HR skills or skills every year. in 2019, dropping to rank 65 in 2020, dropping to rank 80 in 2021, and dropping to rank 82 in 2022.This downgrade was due to several components that caused GTCI in Indonesia to decline.This is influenced by: (1) Quality of Education and Training, (2) Ability to attract and retain talent management, (3) Availability of employment, (4) Attractiveness and quality of the environment.A country's ability to attract and retain talented, skilled and potential talent in areas of demand in the labor market.
The success of a company is determined by the talent management strategy used.For this reason, a Talent Management system is needed which has a crucial role in supporting organizational growth and performance (Karina & Ardana, 2020) .By identifying, developing and retaining talented individuals with relevant skills, organizations can ensure their sustainability and competitiveness in the global market.This is where it is important to design and implement an appropriate talent management system, which is able to accommodate various organizational needs and optimize employee potential.In managing optimally, talent can produce performance that can have a significant effect on the survival of the organization.The problem in Talent Management in BUMN companies today is that there is no talent yet, so it requires a process to find and determine employees who are eligible to become talents for the Talent Pool category by arranging talent employees and levels that will become career paths, how can this mechanism be passed and how can this be done?This mapping is carried out based on an assessment that measures the capabilities and performance of talents who have gone through a process of observing and measuring what is potential and individual performance for the organization.McKinsey foresaw that in the future, the demand for talent would increase and the supply of human beings diminish, making the constant search for the best and brightest an expensive battle.
It is in this context that this research was conducted which aims to design an innovative and performanceoriented Talent Management System using the Soft System Methodology approach.In addition, this study also aims to evaluate the impact of the proposed system implementation on overall organizational performance.The results of this study are expected to provide valuable insights for practitioners and researchers in the field of HR management as well as make important contributions to the academic literature.

RESEARCH METHODS
This research was conducted at PT X, which is a company engaged in construction and is one of the companies under the auspices of the Ministry of BUMN.This analysis involves mapping opinions and practical input from experts and practitioners regarding policy implementation and talent development.This research method uses systematics based on seven steps using the Soft Systems Methodology (SSM) approach.The approach will be explained in the problem description so that knowledge capture (KC) modeling can be done.

RESULTS AND DISCUSSION
This research was conducted at PT X, which is a company engaged in construction and is one of the companies under the auspices of the Ministry of BUMN.This analysis involves mapping opinions and practical input from experts and practitioners regarding policy implementation and talent development.
This research method uses systematics based on seven steps using the Soft Systems Methodology (SSM) approach.The approach will be explained in the problem description so that knowledge capture (KC) modeling can be done.Data collection uses Observation Techniques, structured interviews involving respondents consisting of 4 (four) experts namely Talent Management Managers, Specialist Positions, and HR Experts consisting of Talent Managers of BUMN companies engaged in Banking.The conceptual model built will serve as a medium for expressing opinions in dealing with problem situations (Handayani et al., 2021) .Data processing and data analysis using the SSM approach uses 7 research steps (Septiana & Maulany, 2021) page 525 Asian Journal of Engineering, Social and Health Volume 2, No. 7 July, 2023 Apart from that, it's important For create and maintain a strong talent pool.Talent pool is gathering individual with potency ready height For fill in position key in the company.With have a good talent pool, company can reduce risk lack future talent and anticipate change need organization.utilise Management Talents and talent pools effective company need apply practices best in recruitment, development, appraisal performance, and retention employee talented.It's also important for create environment supportive work development and growth individual as well as give opportunity clear career.Karina, N. K., & Ardana, I. K. (2020).