Talent Scouting Strategy for Police Academy Graduates to Capture Digital and Ai Competencies in Police Headquarters Personnel

Abstract

This research is motivated by the changing global threat landscape arising from the negative side of developments in science, technology, and information related to the existence of Artificial Intelligence (AI). Therefore, the Indonesian National Police (Polri), which plays a role in maintaining a safe and orderly environment, requires competent human resources to prevent these potential threats. Based on these issues, this study aims to analyze the implementation of talent scouting for Police Academy graduates to recruit personnel with digital and AI competencies for placement at the National Police Headquarters and analyze the supporting and inhibiting factors for the implementation of talent scouting. the.

This research uses the Strategic Talent Management Theory and the Resource-Based View as its analytical tools. This study applies a constructivist paradigm to enable researchers to understand and explore issues in the field in depth. This research method utilizes qualitative research with a case study approach. Data were obtained through interviews, observations, and document studies, which were then analyzed through data reduction, data presentation, and data verification.

This research shows that the implementation of talent scouting for Police Academy graduates to recruit personnel with digital and AI competencies at the National Police Headquarters is currently in a transitional stage. The ongoing process has not fully identified key digital/AI positions, has not established a specific talent pool, and has not implemented a differentiated human resource architecture for these competencies. The success of this implementation is influenced by Supporting factors are currently insufficient to establish digital and AI competencies as strategic resources that meet VRIN criteria. Meanwhile, inhibiting factors indicate weaknesses in physical resources, human resources, and organizational resources. These weaknesses hinder the creation of a sustainable competitive advantage for the National Police Headquarters. To address these issues, the National Police Headquarters needs to strengthen its digital and AI-based talent scouting policy through strategic position identification, competency standards, and an integrated talent pool.