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.

Divorce for female civil servants in Indonesia is more complex than for non-civil servants due to a pseudo-administrative process. This condition requires submitting a written application for divorce permission to their agency and proceeding through multiple lengthy stages. During this process, women must verbally disclose sensitive personal details to state authorities. Failure to obtain written permission or to report the divorce within a specific period can result in disciplinary action. This paper examines how female civil servants protect their privacy while seeking divorce permission, focusing on managing personal information, controlling divorce-related details at work, and handling the information turbulence that arises. The researcher collected data from 12 female civil servants at Indonesia’s Directorate General of Taxes (DGT) who had applied for divorce permission. The findings reveal the subjective experiences and strategies women civil servants use to manage sensitive personal issues. The quasi-administrative nature of the divorce permit process introduces complexities that extend beyond formal procedures. Regulations governing the submission of divorce permits, overseen by government agencies, often add to the burden these women face, neglecting their privacy and psychological well-being. Impartial individuals and gender preferences in the verification team can exacerbate distress. Therefore, revising the divorce permit regulations to enhance privacy and sensitivity is crucial. The study recommends early information about the process and communication training for maintaining privacy.

The objectives of this qualitative research are to study problems and factors promoting success in the career path of government officials in the Ministry of Higher Education, Science, Research, and Innovation (MHESI) in Thailand. The study also finds out career path model to opinions between executives and government officials. This qualitative employed in-depth interview and focus group discussion with executives, academics, and civil servants. It found that the problem was the planning and management of career path due to lacking of standard pattern. Also, it found that the model of career path provides practitioners with career advancement opportunities and job titles from the very beginning to the very top where they can advance and can plan their career progression. The model also provides an opportunity to explore officers’ competencies, aptitudes, and interests that are appropriate for any type of work in the organization and able to prepare them to perform the job, which will affect the success of civil servants’ work and human resource management to create career path and develop oneself to be able to compete for academic and professional excellence, as well as prepare the government officers for appropriate positions in the future.