Unlocking Employee Performance Through Talent and Knowledge Management: The Mediating Role of Employee Engagement

Budi Santoso Wijaya; Manda Dwipayani Bhastary; Agus Susanto; Nikous Soter Sihombing; Tyus Windi Ayuni

doi:10.64276/ams.v1i4.101

Authors

Budi Santoso Wijaya Institut Bisnis Informasi Teknologi dan Bisnis
Manda Dwipayani Bhastary Institut Bisnis Informasi Teknologi dan Bisnis
Agus Susanto Institut Bisnis Informasi Teknologi dan Bisnis
Nikous Soter Sihombing Institut Bisnis Informasi Teknologi dan Bisnis
Tyus Windi Ayuni Politeknik Unggul LP3M

DOI:

https://doi.org/10.64276/ams.v1i4.101

Keywords:

Talent Management, Knowledge Management, Employee Engagement

Abstract

This study focuses on talent management, which focuses on career planning, incentives, and organizational support for employees with the aim of improving employee performance. However, based on direct observations at PT. Cipta Tirta Gemilang, an interesting phenomenon related to talent management has been identified: a pattern of excessively rapid job rotation. However, excessively rapid job rotation can lead to several problems related to talent management at PT. Cipta Tirta Gemilang. The general objective of this study is to analyze the influence of talent management and knowledge management on employee performance through employee engagement. This study used a quantitative approach with a survey method. Data were collected through questionnaires distributed to all 63 employees of PT. Cipta Tirta Gemilang. The data analysis technique used was statistical analysis to test the direct and indirect effects between variables, including the role of employee engagement as an intervening variable in the relationship between talent management and knowledge management on employee performance. The results indicate that talent management and knowledge management simultaneously influence employee performance at PT. Cipta Tirta Gemilang. Talent management partially impacts employee performance with a t-value of 3.055, and knowledge management partially impacts employee performance with a t-value of 3.526. Furthermore, employee engagement has been shown to significantly influence employee performance and mediate the relationship between talent management and knowledge management variables.

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