Human resource management plays a great role within a company. The main role is to prepare capable and relevant
people to run and operate the company's business activities. Gaps that often exist in human resources management
and expected leaders in the future trigger a serious problem in the company and may cause momentum loss, so there
should be more preparations needed for the regeneration of leaders in the future. This research is conducted to identify
the infuence of talent acquisition and talent pool on leadership readiness, as well as to examine perceived organization
support as a mediation of the relationship between talent acquisition and talent pool on leadership readiness. This
study takes the data from 57 branch offices of state-owned insurance companies using stratified sampling. The results
showed that talent acquisition had a significant effect on leadership readiness, with a coefficient value of 0.539 and a
statistical t-value of 9.926 (>t critical 1.96). The influence of talent pool on leadership readiness produces a coefficient value of 0.566 and a statistical t value of 10,567 which means it has a significant effect. Furthermore, the influence of organizational support on leadership readiness produces a coefficient value of 0.482 and a statistical t value of 8.545 which means it has a significant effect. Meanwhile, perceived organizational support significantly mediates the relationship between talent and talent pool on leadership readiness, with Z values on the Sobel test of 6.77 and 7.931 (>z table 1.960). These factors can help the company to conduct a mapping to prepare cadres to fill positions as leaders in the future.

Keywords: talent acquisition, talent pool, perceived organization support, leadership readiness