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This study aims to explore the application of the East Java Corporate University (Jatim CorpU) which is used as a talent management instrument for the state civil apparatus in East Java province in relation to realizing the governor's vision and mission as outlined in the nawa bhakti satya program. Thus, the right type of research to answer this is qualitative research. This research will concentrate on the perspectives of key stakeholders, namely BPSDM (Human Resources Development Agency) of East Java Province, which oversees East Java CorpU, and BKD (Regional Civil Service Agency) of East Java Province, responsible for talent management. Based on the research, it is evident that the implementation of CorpU in East Java, in the form of East Java CorpU, is well-established and has significant ramifications for talent management in East Java Province. An effective and efficient strategy adopted in the direction of East Java CorpU to bolster talent management is the application of the 70:20:10 competency development framework. The rationale behind this choice lies in its ability to provide flexibility for the extensive scope of SCA competency development in East Java Province, involving a substantial workforce of approximately 80,000 SCAs. Moreover, the 70:20:10 competency development method proves instrumental in addressing the intricacies associated with SCA competency development across various organizational tiers.

The professional development of managers poses fundamental challenges that higher education is facing in these fast-changing times. These challenges include a lack of induction into managerial roles and responsibilities, conflicting roles and responsibilities and a lack of general skills pertaining to managerial positions. Experiencing these challenges necessitates the need for sustainable development programmes and practices within higher education institutions. To address this need, the purpose of this exploratory research was to develop a professional development needs analysis instrument as a reliable and valid instrument to determine the professional development needs of junior and mid-level academic managers. A gap analysis was conducted, involving 156 junior and mid-level academic managers at a university in South Africa. The construct validity of the instrument was determined through exploratory factor analysis and confirmatory factor analysis. To determine the reliability of the instrument, Cronbach alpha coefficients were calculated. The outcome of both the factor analysis and the Cronbach alpha coefficients indicated that the questionnaire was a valid and reliable measuring instrument that could be employed in future research to determine the professional development needs of academic managers. The implementation of the professional development needs analysis instrument may contribute to sustainable management activities at universities for junior and mid-level academic managers.

The concept of competence has recently been a hot topic in science management, particularly human resource management. However, most of the studies conducted on this topic have mainly been theoretical. Thus, the present study aims to operationalize competence management through the construction and validation of a questionnaire intended for Tunisian project managers. To this end, a quantitative study is conducted among 156 respondents. The principal component analysis and Cronbach's alpha calculations were used to ensure the validity and reliability of the factor structures. The results of the factor analysis confirm the existence of a measurement scale of competence management that comprises five independent dimensions, namely recruitment, assessment, training, compensation, and career management. This study provides project managers with a measurement instrument that can be used to analyze competence management practices in their companies so that they can develop and enhance their employees’ skills.