Abstract
Talent Management (T.M.) constitutes a modern and emerging research area in Human Resources Management (HRM). Using a systematic literature approach, we searched in Talent Management literature in the healthcare sector context. We conclude that the number of related studies is minimal. The benefits of implementing Talent Management strategies in healthcare organizations are essential for the organization’s sustainable development and the talented staff and healthcare services patients. Our goal is to undertake a systematic literature review to identify these factors related to talent management practices suitable for healthcare organizations and professionals. We have conducted, according to PRISMA guidelines, a systematic literature review (2010–2020) in the electronic databases PubMed, CINAHL, Cochrane Database of Systematic Reviews, Health Source/Nursing Academic Edition. Search terms related to T.M. were (“Talent Management” AND “Talent Healthcare”). Strict inclusion and exclusion criteria were set for observational studies, while grey and unpublished literature, uncontrolled studies, protocols, commentaries, and conference proceedings were excluded. All included items were assessed for their quality according to set criteria. Six hundred and eighty-four studies were identified, of which 24 met the requirements. The resulting Talent Management Factors were grouped into nine categories: Programming, Attraction, Development, Preservation, Performance Assessment, Work Climate, Culture, Succession Planning, and Leadership. Based on these factors, we provide a holistic picture of the referred domain’s leading developments. The paper determines the Talent Management factors and explains what happens in practice. In this way, we contribute to building a theoretical framework for T.M. in terms of the organizational context.
Highlights
Most theorists on Management describe Talent Management (T.M.) as the process of attraction, development, and preservation of working people of increased abilities, skills, and knowledge [1,2] T.M. constitutes a modern research field in Human ResourcesManagement (HRM) and is vital to survival and the organizations’ competitive advantage.Through Human Resources Management (HRM), organizations manage their staff in the best possible way to increase productivity, effectiveness, and quality of their services [3–5]
The resulting Talent Management Factors were grouped into nine categories: Programming, Attraction, Development, Preservation, Performance Assessment, Work Climate, Culture, Succession Planning, and Leadership
The purpose and goal of the search were to undertake a systematic literature review to identify these factors related to talent management practices suitable for healthcare organizations
Summary
Most theorists on Management describe Talent Management (T.M.) as the process of attraction, development, and preservation of working people of increased abilities, skills, and knowledge [1,2] T.M. constitutes a modern research field in Human Resources. Through HRM, organizations manage their staff in the best possible way to increase productivity, effectiveness, and quality of their services [3–5]. Implementing T.M. strategies for the health services organizations positively impacts the organization itself, the personnel, and the patients-beneficiaries. There are several research studies in the international bibliography supporting the positive effect of T.M. on outflows in the field of health [6–8]. A recent overview of T.M. in nursing concludes that the implementation of T.M. strategies enhances nurses’ clinical skills, increases the personnel’s work satisfaction, improves specialized medical attendants’. Skills, and increases the organization's efficiency therapy rates of the patients [9].
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