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.