Talent management


Finding the time to support our staff with growing and developing their knowledge ad and skills can be challenging, but it is key to ensuring the future sustainability of our workforce.

Talent management means putting in place processes to identify, attract, develop, motivate and retain productive, engaged employees. 

The staff of an organisation is its most valuable asset. Managing, nurturing and keeping staff engaged and motivated is key to an organisation’s ability to provide high-quality care.

Developing a talent management strategy

Talent management used to be associated with recruitment. It has now evolved into an essential management practice and a critical part of a strategic retention approach. Talent management fosters a learning climate, improves diversity and adds significant value to an organisation.

The King’s Fund guide Talent management: Developing leadership not just leaders explores the key aspects of a holistic talent management and succession planning approach. It focuses on recruitment, development, retention and deployment. The guide can help leaders to consider the processes and systems that need to be in place to support the development of an agile workforce.

When developing a talent management strategy, it’s important to undertake workforce planning determine future workforce needs. Workforce planning looks at workforce supply and demand, now and in the future, as well as the labour market and workplace trends.

Takeaway tips

A successful talent management strategy will need to address how to attract, identify, develop, engage, retain and deploy talent.

Attract talent

The ability to attract external talent depends upon the public image of an organisation and its values. Your organisation should be clear about it’s values and what it offers to prospective employees. 

Identify talent

Business critical roles, such as leadership and specialist roles should be identified. It is also important to identify and develop ‘talent pools’ of individuals who could step into business-critical roles when they arise.

Develop talent

Talent development should be linked to other learning and development initiatives. The fostering of strong relationships between employees can be facilitated through learning and development activities such as coaching, mentoring, and networking. 

Engage talent

Employees who are well-managed and value their jobs are usually happier, healthier and more productive.

Retain talent

Investing in development activities will reduce employee turnover and improve talent retention.

Deploy talent

Your organisation should identify skills gaps in the workforce. It can then plan the required training and development. Talent can be deployed through job rotations, skill enhancement opportunities, formal learning, project work, and secondments.

Having Good Conversations

The simplicity of having meaningful conversations with members of your workforce can have a profound impact on the overall retention of staff. The Good Conversation Guide developed by NHS GM is available to support staff and managers across the health and care workforce to have good conversations.

What’s included? The interactive guide provides an overview on when and how we should be having conversations to make sure we are all getting the best out of our workforce. You will find practical tools and resources to guide you on how to approach the conversation, what topics to cover, where to have it as well s top tips for managers and templates for recording the conversation.

What are the benefits? Planning ahead and creating dedicated time and a safe space helps to build trust, discuss personal wellbeing and future aspirations. Having a good conversation can provide the opportunity to address any challenges and issues when they happen. People feel listened to and supported to empower them in their role and ultimately creating a more effective team and healthy working environment.

Case studies

GM Training Hub – Advanced Clinical Practitioner Programme

Advanced Clinical Practitioners (ACP) come from a range of professional backgrounds such as nursing, pharmacy, paramedics and occupational therapy. They are healthcare professionals educated to master’s level and have developed the skills and knowledge to allow them to take on expanded roles and scope of practice caring for patients.

Download a case study about Graeme King, Advanced Clinical Practitioner, Bolton GP Federation

GM Training Hub – Primary Care Trainee Nursing Associate

The Nursing Associate is a highly trained support role to deliver effective, safe and responsive nursing care in primary care settings. Nursing Associates deliver hands-on care, focusing on ensuring patients continue to get the compassionate care they deserve. The role bridges the gap between a support worker and a Registered Nurse.

Download a case study about Cassandra Mottram, Trainee Nursing Associate, Bolton GP Federation

Useful links and resources