The challenges facing the NHS in terms of attracting, recruiting and retaining the best staff are laid out clearly in the NHS Interim People Plan. Organisations and systems are creating strategies which rely on talented, passionate people with the core NHS values in roles they enjoy and excel at; with a pipeline of people developing for the roles that exist today and those which will be created over the coming years.
A national talent management infrastructure is developing at pace within the NHS, linking into the Aspire Together regional talent management boards. The boards are chaired and run by the CEOs of organisations in regions to oversee talent management development, which will support the aspirations of systems in that region – while ensuring the development of talent management remains an NHS-wide imperative.
Talent management in commercial settings looks very different – the NHS is a collection of separate sovereign employers, and does not work like a commercial organisation, yet people spend their whole careers “in the NHS”. The talent management approach of commercial organisations, moving talent around systems using remuneration and other levers, do not work in the same way in the NHS. However, the NHS has unique and enormous opportunities to approach talent management in a more engaged, people focused and integrated way; allowing expert, passionate and talented people to flow round systems delivering the best for patients in any setting.
Talent Management Resources
NHS Leadership Academy Talent Management Guides – The Maximising Potential and Talent Conversation and the other guides on this page support an inclusive national approach to talent management for all NHS staff. This approach considers the potential and value staff bring to their current roles as well as reaching and maximising their future potential in the NHS. The guides may also be used to complement wider talent management tools available to your organisation.
This Talent Management Tool Kit will help your organisation understand how it currently manages talent and how it can maximise that to support the delivery of safe care and great patient experience.
The King’s Fund Leadership in action series, look at the key aspects of a holistic talent management and succession planning approach. The guide focuses on the four core pillars of implementing a talent management strategy – recruitment, development, retention and deployment – before looking at succession planning. This guide will enable board members and senior leaders to challenge their current thinking on managing talent and succession planning.
NHS Employers also signpost to talent management external resources and case studies on resulting from their ‘Do O.D.’ masterclasses.