Using action research to implement a career development framework in facilities

Abstract

PurposeThe purpose of this paper is to present findings from a research study to implement a career development framework within a large acute district general hospital facilities directorate. The findings of this study will provide points of interest in terms of the implementation of a career development framework and also a wider, more generalisable analysis relating to the use of action research (AR) in this context. The efficacy of career development frameworks and alternate recruitment strategies will also be considered.Design/methodology/approachAR was utilised as the primary research methodology, with focus groups and semi‐structured interviews employed as the main sources of data collection. NVivo qualitative analysis software was used to analyse the data. Interventions within the AR cycles have been categorised as micro and macro in terms of the complexity and level of personal and organisational involvement. Although micro interventions will be briefly referred to, macro interventions have been evaluated within this paper in terms of both efficacy and transferability.FindingsThere were two main findings from this research project originating from AR interventions that may prove beneficial to other organisations in terms of both organisational and staff development: development of bespoke career development pathways; and creation of a fast track employability scheme within hotel services.Research limitations/implicationsSome of the more longitudinal interventions will require further analysis to gauge long‐term efficacy.Originality/valueThis paper should prove beneficial to those involved with implementing organisational change and the potential use of AR within the facilities environment. The paper should also provide useful alternatives in the recruitment of staff and the use of career development interventions.