The Role of Career Path and Talent Management in Improving Lecturer Performance: A Systematic Literature Review (SLR)
DOI:
https://doi.org/10.58812/wsbm.v4i03.3148Keywords:
Career Path, Talent Management, Lecturer Performance, Universities, Systematic Literature ReviewAbstract
Lecturer performance is one of the strategic factors in supporting the achievement of quality and competitiveness of universities. In the context of university human resource management, career paths and talent management are important aspects that can support the development of capacity, motivation, and achievement of lecturer performance. However, studies on these two aspects are still largely carried out separately and show variations in the context, indicators, and mechanisms of their influence on lecturer performance. This study aims to analyze and synthesize the results of previous research on the role of career paths and talent management on lecturer performance as well as identify research gaps and opportunities for further research development. The research uses the Systematic Literature Review (SLR) method by following the PRISMA 2020 guidelines. The literature was obtained through searching several academic databases with inclusion criteria in the form of scientific articles published in the 2021–2026 period, discussing career paths or career development, talent management, and the performance of lecturers or academic personnel in the context of higher education. The results of the synthesis show that career paths and talent management in general have a positive role in supporting lecturer performance, although the strength and consistency of these relationships are influenced by the organizational context as well as individual and organizational factors. Career paths play a role through career planning, competency development, advancement opportunities, and organizational support, while talent management contributes through the process of identifying, developing, placing, optimizing, and retaining talent. The research gap was found in the limited studies that integrate the two variables in explaining lecturer performance specifically, especially in the context of private universities. Further research is suggested to develop a more integrative model by considering mediation and moderation factors as well as the characteristics of higher education institutions.
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