should be an organizational strategy to enhance and support talent acquisition, development, and retention. Policy on the implementation of this framework should be made compulsory. Thirdly, a reward system should be seen as one of the key predictors of performance management in a service organization. Existing research found that rewards prove to be a tool to increase performance and change behaviors in dissatisfied employees. A reward system is not just about monetary incentives but also includes awards and recognition, reassignments, promotions, and other reward programs. Fourthly, for sustainable impact, IPA should also maintain strategic collaboration with its strategic partners for future set skills preparation, as well as have close relationships with potential clients to gather learning needs and gaps in their abilities to perform. In short, regardless of the constant challenges, developing the skills of civil servants is important for continuous improvement which eventually leads to a high standard of organizational performance and promotes economic growth.36
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