Talent Management in Nursing - Health Education East Midlands

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Talent Management in Nursing
East Midlands LETB
Nursing and Midwifery Workforce Summit
October 2013
Sue Haines
Assistant Director of Nursing
Nottingham University Hospitals NHS Trust
(DHSci Part time Fifth Year University of Nottingham
(Supervisors Stephen Timmons & Hannah Noke)
Twitter: @suehaines1
[email protected]
Personal Motivation
“The ward sister has told
me I am too clever to be
a nurse and that I
should consider
medicine”
Generation Y……
• the Millennials.
the
Millennials.
Age of Nursing Students Recruited to the Nottingham Centre
70.0%
60.0%
50.0%
40.0%
21 and over
Under 21
30.0%
20.0%
10.0%
0.0%
2011
49.5% under 21 years old
2012
65.5% under 21 years old
‘recognizing the strategic
importance of human
capital’
(Michaels, Handfield Jones and Axelrod, 2001)
Nursing & Midwifery must attract, develop and
retain high potential and high performing
individuals with the right values and behaviours
Systematic Search of Literature – Key Strands
Human
Capital
Management
NHS
Management
Talent
Management
National Policy
(Department of
Health)
Business
Management &
Consultancy
Talent Management
• Describes a strategic approach to a complex
range of processes aimed at ensuring
appropriately skilled people are in key positions
to optimise the performance of an organisation
• Internationally - lack of empirical research and no
agreed definition or approach
• ‘the right staff, with the right skills in the right
place’ (Cummings and Bennett 2012, p 18).
Adapted From The Talent Management Loop
(Tansley et al, 2007)
Define Talent
Evaluating Talent
Managing
Talent
Attract
Talent
Develop Talent
Continuum of TM Approaches
Inclusive
Model
Open to all
Exclusive
Model
Selective
Staff engagement
and participation
‘Top talent pool’
selected by
Management /
Board
Shared
Governance
Individuals selected
based on
recommendation,
performance
Individuals can
self nominate
(organisational culture)
4000 nursing posts
Specialities? Wards?
Units? Educator? Manager?
Researcher? Practitioner?
Newly
qualified
Staff Nurse
NHS Nursing Career Framework
(DH,2011)
Key Career
Pathways
•Clinical
•Management
•Education
•Research
‘Supporting these individuals who can make a
positive difference to organisational performance
and drive improvements in patient care.’
‘Talent Management is all about nurturing our
future and being the custodians of our NHS’
‘Maximising Potential’
• http://www.leadershipacademy.nhs.uk/discover/talentmanagement-approaches/
Exploratory Case Study
Large Acute NHS Trust
Data Collection - Qualitative
• Knowledge constructed within a social context
• 1:1 Interviews: Executive Board Members (3)
• Focus groups: Core clinical nursing roles (57)
• Validation exercise - Themes
(300 Staff Nurses)
Research Findings
• What are your views?
• Do you agree? Disagree? Is something
missing?
• What examples of good practice to
share?
Twitter @suehaines1
[email protected]
Talent Development - The 6 Cs
How can we ensure we attract, develop
and retain N&M talent in the East
Midlands?
Twitter : @suehaines1
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