Abstract
The success of talent management in health sector organisations will come about by a combination of a talent strategy that is recognised by stakeholders as adding value, the operation of talent systems and processes that are efficiently delivered, and proof of value by ensuring that they are effectively measured and monitored. Precursors to these will be an understanding of a base case for talent management to answer the question of ‘Where are we now?’ and of objectives for talent management which answer the questions of ‘Where are we going?’ or ‘What are we looking to achieve?’ The talent management evolution matrix, based on conceptual acceptance and practical implementation, will help to develop understanding in both areas.
This is a preview of subscription content, log in via an institution.
Buying options
Tax calculation will be finalised at checkout
Purchases are for personal use only
Learn about institutional subscriptionsReferences
Agarwal, R., Green, R., Agarwal, N., & Randhawa, K. (2016). Benchmarking management practices in Australian public healthcare. Journal of Health Organization and Management, 30(1), 31–56.
Agius, S. J., Brockbank, A., Baron, R., Farook, S., & Hayden, J. (2015). The impact of an integrated medical leadership programme. Journal of Health Organization and Management, 29(1), 39–54.
Alfes, K., Truss, C., Soane, E. C., Rees, C., & Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human Resource Management, 52(6), 839–859.
Bhattacharyya, O., Mossman, K., Ginther, J., Hayden, L., Sohal, R., Jieun, C., Bopardikar, A., MacDonald, J. A., Parikh, H., Shahin, I., McGahan, A., & Mitchell, W. (2015). Assessing health program performance in low- and middle-income countries: Building a feasible, credible, and comprehensive framework. Globalization and Health, 11, 51.
Bourgeault, I. L. (2013). Ethical considerations for effective health human resources planning and management. Healthcare Management Forum, 26(2), 65–67.
Brown, M., & Turner, P. A. (2008). The admirable company. London: Profile Books.
Budhwar, P. S., Varma, A., & Patel, C. (2016). Convergence-divergence of HRM in the Asia-Pacific: Context-specific analysis and future research agenda. Human Resource Management Review, 26(4), 311–326.
Cappelli, P. (2013). HR for neophytes. Harvard Business Review, 91(10), 25–27.
Cascio, W., & Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103–114.
Church, A. H., Rotolo, C. T., Ginther, N. M., & Levine, R. (2015). How are top companies designing and managing their high-potential programs? A follow-up talent management benchmark study. Consulting Psychology Journal: Practice and Research, 67(1), 17–47.
Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304–313.
Cometto, G., & Campbell, J. (2016). Investing in human resources for health: Beyond health outcomes. Human Resources for Health, 14, 51.
Day, M., Shickle, D., Smith, K., Zakariasen, K., Moskol, J., & Oliver, T. (2014). Training public health superheroes: Five talents for public health leadership. Journal of Public Health, 36(4), 552–561.
Douglas, K. (2013). Talent management, the next frontier: Retaining, nurturing, and growing our workforce. Nurse Leader, 11(2), 23–25.
Gallardo-Gallardo, E., Nijs, S., Dries, N., & Gallo, P. (2015). Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis. Human Resource Management Review, 25(3), 264–279.
Garr, S. S. (2016). Talent management maturity: High-performing organizations invest in a relationship with their talent. Workforce Solutions Review, 7(4), 26–28.
Gelens, J., Hofmans, J., Dries, N., & Pepermans, R. (2014). Talent management and organisational justice: Employee reactions to high potential identification. Human Resource Management Journal, 24(2), 159–175.
Grant, J. L., & Kronstal, K. (2010). The social dynamics of attracting talent in Halifax. The Canadian Geographer, 54(3), 347–365.
Guest, D. E. (2011). Human resource management and performance: Still searching for some answers. Human Resource Management Journal, 21(1), 3–13.
Hassani, S. A., Mobaraki, H., Bayat, M., & Mafimoradi, S. (2013). Right place of human resource management in the reform of health sector. Iranian Journal of Public Health, 42(1), 56–62.
Hirsh, W. (2015). The role of the line in talent management: A paper from HR in a disordered world. IES Perspectives on HR 2015, Institute of Employment Studies.
Huselid, M. A., & Becker, B. E. (2011). Bridging micro and macro domains: Workforce differentiation and strategic human resource management. Journal of Management, 37(2), 421–428.
Huselid, M. A., Jackson, S. E., & Schuler, R. S. (1997). Technical and strategic human resources management effectiveness as determinants of firm performance. Academy of Management Journal, 40(1), 171–188.
Ingram, T., & Glod, W. (2016). Talent management in healthcare organizations – Qualitative research results. Procedia Economics and Finance, 39, 339–346.
Kaliannan, M., Perumal, K., & Dorasamy, M. (2016). Developing a work-life balance model towards improving job satisfaction among medical doctors across different generations. Journal of Developing Areas, 50(5), 343–351.
Kumar, S., Adhish, V. S., & Deoki, N. (2014). Introduction to strategic management and leadership for health professionals. Indian Journal of Community Medicine, 39(1), 13–16.
Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139–154.
Lo, F.-Y., & Fu, P.-H. (2016). The interaction of chief executive officer and top management team on organization performance. Journal of Business Research, 69(6), 2182–2186.
Lockwood, N. R. (2006). Talent management: Driver for organizational success; Research Paper, SHRM. Retrieved from www.shrm.org/research/articles/articles/documents/0606rquartpdf
Macfarlane, F., Duberley, J., Fewtrell, C., & Powell, M. (2012). Talent management for NHS managers: Human resources or resourceful humans? Public Money & Management, 32(6), 445–452.
Martin, A. (2015). Leadership: Talent management: Preparing a “ready” agile workforce. International Journal of Pediatrics and Adolescent Medicine, 2(3–4), 112–116.
McPake, B., Maeda, A., Araujo, E. C., Lemiere, C., Maghraby, A., & Cornetto, G. (2013). Why do health market forces matter. Bulletin of the World Health Organization, 91, 841–846.
Mensik, J. S., & Kennedy, J. (2016). Strategic design: Filling future nursing leadership gaps. Nurse Leader, 14(2), 130–133.
Meyers, C. M., & van Woerkom, M. (2014). The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda. Journal of World Business, 49(2), 192–203.
Moon, S. H., Scullen, S. E., & Latham, G. P. (2016). Precarious curve ahead: The effects of forced distribution rating systems on job performance, Human Resource Management Review, 26(2), 166–179.
Nafei, W. A. (2015). Talent management and health service quality from the employee perspective: A study of teaching hospitals in Egypt. American International Journal of Social Science, 4(1), 91–110.
Nijs, S., Gallardo-Gallardo, E., Dries, N., & Sels, L. (2014). A multidisciplinary review into the definition, operationalization, and measurement of talent. Journal of World Business, 49(2), 180–191.
Odiome, G. S. (1984). Human resources strategy: A portfolio approach. San Francisco: Jossey Bass.
Pabico, C., & Cadmus, E. (2016). Using the pathway to excellence® framework to create a culture of sustained organizational engagement. Nurse Leader, 14(3), 203–206.
Phillips, P., Ray, R., & Phillips, J. J. (2016). How to capture the business value of leadership development, people and strategy. People & Strategy, 39(2), 46–51.
Porter, M. E., & Teisberg, E. O. (2006). Redefining health care: Creating value based competition and results. Boston: Harvard Business School Press.
Powell, M., Duberley, J., Exworthy, M., Macfarlane, F., & Moss, P. (2013). Has the British National Health Service (NHS) got talent? A process evaluation of the NHS talent management strategy? Policy Studies, 34(3), 291–309.
Ready, D. A., & Conger, J. A. (2007). Make your company a talent factory. Harvard Business Review, 85(6), 68–77.
Rodrigues, S. H. (2015). Creating a talent pool using a nursing float pool model. Clinical Leadership and Management Review, 29(1), 19.
Ruiller, C., & Van Der Heijden, B. I. J. M. (2016). Socio-emotional support in French hospitals: Effects on French nurses’ and nurse aides’ affective commitment. Applied Nursing Research, 29, 229–236.
Scott-Ladd, B., Travaglione, A., Perryer, C., & Pick, D. (2010). Attracting and retaining talent: Social organisational support as an emergent concept. Research and Practice in Human Resource Management, 18(2), 1–14.
Scullion, H., & Collings, D. G. (Eds.). (2011). Global talent management. London: Routledge.
Scullion, H., Collings, D. G., & Caligiuri, P. (2010). Global talent management. Journal of World Business, 45(2), 105–196.
Shaw, A. N. (2015). Survey examines HR staffing, costs, and structures in the nonprofit sector. Employment Relations Today, 41(4), 17–25.
Shukri, N. F. M., & Ramli, A. (2015). Organizational structure and performances of responsible Malaysian healthcare providers: A balanced scorecard perspective. Procedia Economics and Finance, 28, 202–212.
Silzer, R. F., & Dowell, B. E. (2010). Strategy-driven talent management: A leadership imperative. San Francisco: Jossey-Bass.
Sparrow, P., & Makram, H. (2015). What is the value of talent management? Building value-driven processes within a talent management architecture. Human Resource Management Review, 25(3), 249–263.
Srinivasan, V., & Chandwani, R. (2014). HRM innovations in rapid growth contexts: The healthcare sector in India. International Journal of Human Resource Management, 25(10), 1505–1525.
Stahl, G. K., et al. (2011). Six principles of effective global talent management. MIT Sloan Management Review, 53(2), 25–32.
Syed, A. U., & Sengottuvel, A. (2016). Knowledge sharing behavior and innovation capability: HRM practices in hospitals. SCMS Journal of Indian Management, 13(1), 118–130.
Taha, V. A., Gajdzik, T., & Zaid, J. A. (2015). Analytical insight into selected talent management practices in Slovak health sector. European Scientific Journal, 1. December 2015/SPECIAL/edition. ISSN: 1857-7881 (Print) e – ISSN: 1857-7431.
Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of World Business, 45(2), 122–133.
Tatoglu, E., Glaister, A. J., & Demirbag, M. (2016). Talent management motives and practices in an emerging market: A comparison between MNEs and local firms. Journal of World Business, 51(2), 278–293.
Taylor, N. T. (2004). The magnetic pull: Hospitals use magnet status to attract new talent. Nursing Management, 35(7), 34–40.
Taylor, N., Clay-Williams, R., Hogden, E., Braithwaite, J., & Groene, O. (2015). High performing hospitals: A qualitative systematic review of associated factors and practical strategies for improvement. BMC Health Services Research, 15(1), 244.
Thompson, H., & Ahrens, L. (2015). Identifying talent in your selection decisions. Nurse Leader, 13(4), 48–51.
Throgmorton, C., Mitchell, T., Morley, T., & Snyder, M. (2016). Evaluating a physician leadership development program – A mixed methods approach. Journal of Health Organization and Management, 30(3), 390–407.
Thunnissen, M., Boselie, P., & Fruytier, B. (2013). Talent management and the relevance of context, towards a more pluralistic approach. Human Resource Management Review, 23(4), 326–336.
Turner, P. A., Glaister, A., & Al Amri, R. (2016). Developing talent strategies: Research based practice in Oman. International Journal of HRD Practice Policy and Research, 1(1), 53–64.
Turner, P. A., & Kalman, D. (2014). Make your people before you make your products. London: Wiley.
Ulrich, D., Younger, J., Brockbank, W., & Ulrich, M. (2012). HR talent and the new HR competencies. Strategic HR Review, 11(4), 217–222.
Wilson, C. (2012). Strategic engagement and alignment of corporate talent. Development and Learning in Organizations, 26(5), 4–8.
Yapp, M. (2009). Measuring the ROI of talent management. Strategic HR Review, 8(4). Retrieved from www.emeraldinsight.com/journals.htm?articleid=1795821
Yarnall, J. (2011). Maximising the effectiveness of talent pools: A review of case study literature. Leadership & Organization Development Journal, 32(5), 510–526.
Yee, M., Leong, J., & Crossman, J. (2015). New nurse transition: Success through aligning multiple identities. Journal of Healthcare Management, 29(7), 1098–1114.
Yeoh, B. S. A., & Eng, L. A. (2008). Talent migration in and out of Asia: Challenges for policies and places. Asian Population Studies, 4(3), 235–245.
Yi, L. H., Wei, L., Hao, A. M., Hu, M. M., & Xu, X. Z. (2015). Exploration on construction of hospital “talent tree” project. Cell Biochemistry and Biophysics, 72(1), 67–71.
Zhang, J., Ye, W., & Fan, F. (2015). Development of a self-assessment tool for measuring competences of obstetric nurses in rooming-in wards in China. International Journal of Clinical and Experimental Medicine, 8(10), 18548–18559.
Author information
Authors and Affiliations
Rights and permissions
Copyright information
© 2018 The Author(s)
About this chapter
Cite this chapter
Turner, P. (2018). The Talent Management Evolution Matrix. In: Talent Management in Healthcare. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-319-57888-0_5
Download citation
DOI: https://doi.org/10.1007/978-3-319-57888-0_5
Published:
Publisher Name: Palgrave Macmillan, Cham
Print ISBN: 978-3-319-57887-3
Online ISBN: 978-3-319-57888-0
eBook Packages: Business and ManagementBusiness and Management (R0)