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Caring for talent: Designing and implementing a talent program in healthcare

Jansink, B.E. (2015) Caring for talent: Designing and implementing a talent program in healthcare.

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Abstract:Talent management has gained ground in strategic human resource management (HRM) literature. Talent management is acknowledged for its contribution to organizational performance and employee satisfaction, as it helps an organization to attract, develop and position talents, so that an optimal person-job fit will be achieved. In healthcare organizations, talent management is extremely important, as recent trends like an aging population and the increasing complexity of healthcare stimulate organizations to care for their talents. In order to successfully implement a talent program, all stages of the implementation process need to be considered. Following this process, this paper will try to find out what is required to introduce, design and implement a talent program within a healthcare organization. This was studied using a case study within a big hospital in the East of the Netherlands. A total of 22 respondents from different HR stakeholder groups were interviewed on their perceptions and needs regarding talent management. Additionally, documents were studied to find out what currently adopted policies are involved with talent. It was found that the strong internal and strategic fit between healthcare and talent management makes it easier to introduce a talent program, but the lack of cultural fit is a main challenge for this introduction. Personal development and excellence need to become valued more in order to prevent frictions during the introductory stage. For the quality of the talent program, it was concluded that objectivity is required in healthcare with regard to the selection and development of talent. It should be no longer dependent on your supervisor whether you are given chances to develop. For the implementation of the talent program, it is required to deal with line management's lack of time, support, capabilities and clarity. Suitable recommendations to cope with these challenges are made. Most HR stakeholders within healthcare have congruent expectations and perceptions on the talent program; it should improve patient care. This is a valuable common ground to start from in order to achieve high-quality implementation. Putting emphasis on this shared value might also overcome the found cultural misfit.
Item Type:Essay (Master)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:85 business administration, organizational science
Programme:Business Administration MSc (60644)
Link to this item:http://purl.utwente.nl/essays/68002
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