Pengaruh Perceived Talent Management dan Perceived Organizational Learning Terhadap Perceived Sustainibility Performance Melalui Peran Mediasi Perceived HR Innovation dan Employee Engagement Pada PT INKA Multi Solusi

This study aims to analyze the effects of Perceived Talent Management and Perceived Organizational Learning on Perceived Sustainability Performance, by considering the mediating roles of Perceived HR Innovation and Employee Engagement at PT INKA Multi Solusi. The study adopts a quantitative approach with an explanatory research design. Data were collected through the distribution of questionnaires to 500 respondents who are employees of PT INKA Multi Solusi, using a proportionate stratified random sampling technique. Data analysis was conducted using the Partial Least Squares Structural Equation Modeling (PLS-SEM) method with SmartPLS 4.0 software. The results indicate that Perceived Organizational Learning and Perceived HR Innovation have a positive and significant effect on Perceived Sustainability Performance, whereas Perceived Talent Management does not have a direct effect on Perceived Sustainability Performance. However, Perceived Talent Management positively influences Perceived HR Innovation and Employee Engagement, which subsequently act as mediating variables. Perceived HR Innovation is proven to fully mediate the relationship between Perceived Talent Management and Perceived Sustainability Performance, while Employee Engagement serves as a partial mediator. Overall, these findings emphasize that the success of PT INKA Multi Solusi in enhancing sustainability performance is highly dependent on the organization’s ability to transform learning capabilities and talent management practices into tangible innovations in the human resource domain.