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Abstract: The 70:20:10 framework stands as a widely acknowledged and effective approach to learning, underscoring the importance of experiential learning and coaching within talent development programs. Recognizing this, PT Transportasi Angkutan Darat (TAD), a railway-based transportation company in Indonesia with operational areas covering the islands of Java and Sumatra, has embraced it as a cornerstone of their talent development initiative. Within this context, a specifically chosen group of TAD employees, identified as high-potential individuals or "Talents," underwent a comprehensive development program structured around the 70:20:10 framework. This encompassed experiential learning, coaching, and training programs. While internal evaluations demonstrated the method's capacity to enhance the performance of these Talents, there remained a need for optimization in developing competencies, especially for those occupying senior management positions. To delve deeper into the program's implementation, semi-structured interviews will be conducted with participants from the talent development program. Specifically, interviews will involve four individuals in senior and middle management positions, along with one person from the program management team serving as the organizer of the talent development program. The study revealed a lack of standardization, particularly in experiential learning and coaching for Talents in senior management roles, resulting in suboptimal outcomes. This identified lack of standardization in the implementation of the Talent Management Program at TAD, particularly in the realms of experiential learning and coaching for senior management Talents, underscores the imperative for targeted enhancements. Addressing these areas of improvement is crucial for achieving the desired and optimal outcomes of the talent development initiative.DOI: https://doi.org/10.51505/IJEBMR.2023.71208
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