This paper uses existing studies to explore how Artificial Intelligence (AI) advancements enhance recruitment, retention, and the effective management of a diverse workforce in South Africa. The extensive literature review revealed key themes used to contextualize the study. This study uses a meta-narrative approach to literature to review, critique and express what the literature says about the role of AI in talent recruitment, retention and diversity mapping within South Africa. An unobtrusive research technique, documentary analysis, is used to analyze literature. The findings reveal that South Africa’s Human Resource Management (HRM) landscape, marked by a combination of approaches, provides an opportunity to cultivate alternative methods attuned to contextual conditions in the global South. Consequently, adopting AI in recruiting, retaining, and managing a diverse workforce demands a critical examination of the colonial/apartheid past, integrating contemporary realities to explore the potential infusion of contextually relevant AI innovations in managing South Africa’s workforce.

This paper aims to explore how developing countries like Indonesia have an approach to managing talent to enhance career development using an application system. The application of talent management in the career development of civil servants in Indonesia includes planning, implementing, monitoring, and evaluating career development. Talent management is essential for the government sector and can help improve employee quality, organizational performance, and the achievement of human potential. This research aims to examine the application of talent management in organizations and develop a state civil apparatus information system (SI-ASN) to support the career development process of civil servants. The research methods used include library research and field research, including interviews with competent officials in West Java Province as primary data. The qualitative data was collected in 2022–2023. The results of this study show that the application of talent management for civil servants in Indonesia is considered appropriate, as it directs employees to positions that are in line with their qualifications, competencies and performance. However, it requires an improvement in the methods used, particularly for competency tests, which may be conducted with new methods that are more efficient in terms of budget and time. The study concluded that the application of talent management in the career development of civil servants in Indonesia has a positive impact on the quality of leaders and organizations because it ensures that the appointed leaders are the most competent ones in the field and shows the importance of talent management in succession planning and the career development of civil servants.

This study aims to determine the extent to which talent identification is implemented in talent management. A Systematic Literature Review (SLR) was conducted to summarize the application of talent identification in the last six years. Researchers use Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) to process scientific articles. The literature reveals that while topics related to talent management garner significant attention, research on talent identification within talent management remains relatively scarce despite a gradual increase each year. We compared documents indexed by Scopus Q1 and Q2. The results show that the United States accounted for a significant portion of research on talent identification, representing 16% of the total existing research. Researchers have conducted extensive studies on the medical and pharmaceutical sectors, public services, tourism, and hospitality. The number of citations varied greatly from 1 to 93, with a median value of 20. These studies have also used various research methods with different theoretical bases and produced different analyses. This finding enriches the perspective of talent identification.