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)

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.

Age of Nursing Students Recruited to the Nottingham Centre 65.5% under 21 years old 49.5% 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 Talent Management Human Capital Management Business Management & Consultancy National Policy (Department of Health) NHS Management

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) Attract Talent Develop Talent Managing Talent Evaluating Talent Define Talent

Continuum of TM Approaches (organisational culture) Inclusive Model Open to all Staff engagement and participation Shared Governance Individuals can self nominate Exclusive Model Selective ‘Top talent pool’ selected by Management / Board Individuals selected based on recommendation, performance

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’ management-approaches/ management-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?

Talent Development - The 6 Cs How can we ensure we attract, develop and retain N&M talent in the East Midlands? Twitter