Objective To investigate the short-and long-term career aspirations and barriers to postgraduate study of recently qualifi ed vocational dental practitioners (VDPs). Method One hundred and eight vocational dental practitioners in London were asked to complete a questionnaire survey. Results The questionnaires were completed by 94 respondents (85%) and results indicated that the majority of the VDPs wanted to continue to work in general dental practice after vocational training (VT). Nearly 80% of the VDPs were considering undertaking further postgraduate studies in the form of the MFDS examination and 25% were seriously considering undertaking specialist training. Perceived barriers to specialist training included the time, cost and requirement of gaining the MFDS. Conclusions The questionnaire showed that despite recently completing their undergraduate education, VDPs were considering obtaining further qualifications and potentially following a pathway leading to specialist training.

Dentistry in the United Kingdom demands a wide range of supportive and regulative bodies, the roles of which are intertwined, overlapping and changeable. The interaction between these bodies is not always clear, and often the present-day role of the body is far removed from its original purpose. Consequently, the system can appear daunting and opaque. Even so, a thorough understanding of this topic is requisite for those considering applying for higher specialist training, and pertinent for practitioners with an interest in the dental political arena. We hope this paper goes some way towards unravelling the tangle of boards, committees, associations, societies and councils that commonly influence dentistry, and provides a starting point for those interested in increasing their knowledge of the profession at the strategic level.

Aim The aim of this study is to explore the influence of a talent management scheme in an English National Health Service (NHS) Trust on registered nurses' retention intentions. Background The retention of nurses is a global challenge, and talent management initiatives can play a role in improving retention. Talent management in its broadest sense is a way in which an organization recruits and retains the workforce that it needs to optimize the services it delivers. Methods In this qualitative study, eight in‐depth semi‐structured interviews were conducted with registered nurses who had participated in a talent management initiative, at an English acute NHS Trust. Data were collected in July 2019. Results The talent management initiative influenced positive retention intentions. Retention of nurses was facilitated by the creation of networks and networking. Conclusion Networks and networking can be viewed as a form of social capital, which was a facilitating factor for positive retention intentions for nurses. Implications for Nursing Management Talent management initiatives for nurses should be developed and directed to include the building of networks and networking to enable development of social capital. Although this talent management scheme is within the NHS, the issue of nursing retention is global. Application of learning from this paper to other health care systems is possible.

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