Literature
Executive Talent Management
and Executive Leader Development
Contents:
For any programme of work the key to success is to assess the Quality and Impact of the work being undertaken. The objective is to develop a National Talent Management programme of work including resources. The quality of work should be as such that it elevates the process across NHS Wales in regard to the way that Succession Planning and Talent Management is undertaken in local organisations.
Each element of Succession Planning and Talent Management should be undertaken to improve the quality of the workforce. Many reviews of Succession Planning and Talent Management within Health care across the UK has seen a greater engaged workforce and a higher rate of retention. The quality of senior leadership stepping into new roles has increased due to professional development programmes alongside Succession Planning and Talent Management. Having a high-quality, robust, and unified approach to Succession Planning and Talent Management ensures that Talent is identified, developed, and retained throughout the career of the individual. This benefits the organisation by aids the seamless flow of Talent into critical leadership roles across NHS Wales. This ensures that the organisation has stability through critical leadership requirements.
The Impact of undertaking this work across NHS Wales can be seen through workforce planning metrics. The objective is to ensure that the impact of engaging the workforce and developing people will result in less turnover of staff, higher engagement, internal development, and promotion. Ultimately the greatest measure of impact is the most important part of the process which is the Patient.
Please see the below links which highlight key impact, review and analytics of Succession Planning and Talent Management across other Health services in the UK.
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Publications
