Laying the right foundations for talent management are critical to success. This includes having a clear strategy, the engagement and commitment of your Board, leaders and workforce and having the appropriate plans, reporting systems and evaluation mechanisms embedded. The resources below are designed to support you to ensure these foundations are in place. These resources are currently being reviewed to develop a framework for talent management, to set out core elements that should be adopted across all systems, with flexibility for local adaption.
Definition and strategy
All organisations need to have a clear definition of talent management to ensure that it is clearly understood. This guidance sets out key points for organisations to consider when defining talent management and provides examples for consideration.
All organisations should also have a talent management strategy that sets out clear ambitions and priorities. This guidance is designed to help organisations reflect on the content of their strategy and how this aligns to other interventions and plans.
These templates provide outlines of a talent strategy based on the guidance above. There are blank and example versions which you may find helpful to review when devising your own organisation’s approach.
This document sets out the strategic drivers for talent management including the priorities set out in Developing People: Improving Care, the CQC Well Led Guidance, the NHS Long-Term and People Plans which should be addressed in local plans.
This document summarises the key benefits that can be derived from implementing talent management effectively. Organisations should ensure that they are able to clearly articulate the benefits and outcomes they are seeking to achieve.
Outline of an organisational talent management approach
This document sets out suggested approaches to enable inclusive talent management at every level of the organisation. You may wish to consider how these principles apply to your own services to ensure there is a realistic plan for implementation.
This guidance provides an overview of the steps required to implement a culture of talent management. There are also blank and example templates of implementation plans which you may find helpful to review when devising your own approach.
Board/Governing Body accountability
This slide deck provides content to engage your Board, Executive and/or Senior Leadership teams in the principles and benefits of talent management and should be used in conjunction with the facilitator notes below to guide the approach.
These facilitator notes are designed to accompany the slides above and cover the key points to relay to ensure that your Board/Executive Team are engaged in the approach the organisation is taking to embed talent management.
Engagement, responsibilities and developing capability
This slide deck provides content to engage staff in management roles in the principles and benefits of talent management, whilst outlining their role and responsibilities in delivering this effectively. It should be used with the facilitator notes below.
These facilitator notes are designed to accompany the slides above and cover the key points to relay to ensure that managers in your organisation are engaged in the approach you are taking to implement talent management.
This slide deck provides content to engage front line and support teams in the principles of talent management, why it is important and what they can expect from it. This should be used alongside the facilitator notes below.
These facilitator notes are designed to accompany the slides above and cover the key points to relay to ensure that all staff are engaged in and understand the organisation’s approach to talent management.
This template provides an outline of a session for briefing leaders and managers in how to hold an effective talent conversation, their roles and responsibilities, anticipating and overcoming challenges and getting the best out of their staff.
This slide deck provides the content for the session for briefing anyone with responsibility for holding a talent conversation. This should be used in conjunction with the facilitator notes below to guide leaders and managers through the approach.
This workbook supplements the training materials for leaders and managers. It is designed to further support them in their preparation for holding high quality, effective conversations with their staff to maximise their potential.
These facilitator notes are designed to accompany the training materials and cover the key points to relay to ensure that managers are fully equipped to hold effective career/talent conversations.
The data you collect and report on will be dependent on the approach you take and your organisational requirements. This guidance outlines the factors you should take into consideration with talent KPIs and examples of metrics you could use.