An Analysis of Talent Management and Succession Planning Regarding the Organizational Readiness of Perempuan Bangsa Cianjur for the 2029 Legislative Election

Abstract

This study aims to analyze the impact of talent management and succession planning on the organizational readiness of Perempuan Bangsa (the women's wing of PKB) for the 2029 Legislative Election. Although the 30% affirmative action quota for women's representation has been legally established, the effectiveness of substantive representation remains hindered by limited technocratic capacity, economic constraints faced by cadres, and disparities in digital literacy. Employing a Systematic Literature Review (SLR) method integrated with a synthesis of primary data from structured interviews—ranging from regional leaders to grassroots cadres—this study comprehensively evaluates the organization's internal mechanics. The findings indicate that talent management within Perempuan Bangsa possesses a foundation for development through Dikbar (cadre training) and routine activities, yet it remains constrained by the cadres' lack of tactical initiative and the burden of family economic responsibilities. Meanwhile, succession planning is supported by the ideological-cultural ties between Nahdlatul Ulama (NU) and the National Awakening Party (PKB), but it lacks a formal, tiered leadership promotion pathway from the Sub-branch Board (PAC) to the Branch Board (DPC). Structurally, institutional readiness has reached 80%; however, securing an electoral victory in 2029 requires the modernization of cadre training curricula, financial independence, and the strengthening of digital literacy in rural areas.