Talent Management has become a strategic priority for companies striving to nurture and develop talents. “Putting the right man in the right place at the right time,” a well-known strategic human resource practice, remains fundamental to effective talent management. Potential evaluation is a cornerstone of effective talent strategies; however, the assessment of potential at PT XYZ remains underdeveloped. Hitherto, key decisions such as promotions and retention often rely heavily on user judgments that may be subject to bias, limiting the consistency of talent assessments, which might hinder succession planning. Given such context, this study proposes decision support models for human resource division through a hybrid Multi-Criteria Decision-Making (MCDM) framework for enhancing employee potential evaluation at PT XYZ, combining the Analytical Hierarchy Process (AHP) with the value-utility-based methods of TOPSIS and VIKOR. A comparative analysis revealed a high correlation and similarity between the results of AHP-TOPSIS and AHP-VIKOR, validating their reliability. The results of both employee potential evaluation models, combined with Key Performance Indicators (KPIs) for performance evaluation, are integrated into the Nine Box Talent Management framework to provide a dual-layered assessment, enabling the creation of actionable insights for PT XYZ.