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One of the activities of ASN management is career development such as promotion. This study aims to analyze the extent to which the implementation of career development management of Civil Servants (PNS) through promotions at the Medan City Personnel and Human Resources Development Agency. The implementation of civil servant career development management in BKPSDM Medan City has been well implemented but there are still obstacles. The method used in this research is descriptive research with a qualitative approach. Data collection was carried out using observation, interview and documentation techniques. The data were analyzed qualitatively using the theory of implementation according to George Edward III using four indicators namely Communication, Resources, Disposition and Bureaucratic Structure. The results of the research conducted show that the promotion process at BKPSDM Medan City has been carried out based on the principles of meritocracy which includes performance appraisal, competence, and employee track records. However, there are some challenges such as lack of competency development training and limited number of assessors who meet the qualifications of certain positions, as well as inadequate networks. To overcome these challenges, BKPSDM has implemented training and technical guidance programs, although implementation still needs to be improved. This study concludes that the implementation of career development management for civil servants through promotion in BKPSDM Medan City has been running quite well, but still requires improvement efforts in terms of career planning and employee empowerment.    

The purpose of this study is to determine how important career planning is for the State Civil Apparatus (ASN) in improving the performance of government organizations. This research highlights the importance of ASN with integrity, professionalism, and free from KKN practices, with reference to the Law of the Republic of Indonesia Number 5 of 2014 concerning ASN. Achieving organizational goals requires effective human resource management, particularly with regard to career planning and development. Data for this study were collected from various sources of related literature using qualitative methodology and literature review strategy. The research findings show that effective career planning can improve ASN competence and job satisfaction, foster employee motivation, and ensure assignments that match skills and interests. Effective career planning also helps retain exceptional workers and produce future leaders capable of leading the organization. Therefore, ASN career planning patterns are beneficial for the personal development of each ASN and also for the organization as a whole.