Talent Management in Healthcare: A Systematic Qualitative Review

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 Strict inclusion and exclusion criteria were set for observational studies, while grey and unpublished literature, uncontrolled studies, protocols, commentaries, and conference proceedings were excluded.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.

Job satisfaction as a mediator in improving employee performance through talent and knowledge management

“…the indicator that has the greatest influence value is the Capture of Knowledge of 0.899 and the indicator that has the smallest indicator value is the Quantity of Work of 0.627. These results are in accordance with research conducted by (Dzimbiri & Molefi, 2021;Mitosis et al, 2021) The assessment of the significance of the predictive odel in testing the structural model, can be seen from the P-Value value, if the P-value is less than 0.05 or 5%, it means that the relationship has a significant effect and if the P-Value is greater than 0.05 or 5 % means not significant. Judging from the Original Sample, if the value of the original sample is positive, the direction of the effect is positive and if the value of the original sample is negative, the direction of the effect is negative.…”

“…The better talent management, the better job satisfaction. These results are in accordance with the research conducted by (Dzimbiri & Molefi, 2021;Mitosis et al, 2021). logistics companies in the city of Bandung should improve talent management by choosing employees who have talent who can influence consumers to use the company's logistics services, thus there will be healthy competition between employees to become talented employees so that it will automatically improve employee performance (Čuček & Kač, 2020;Eneizan et al, 2021).…”

“…Research conducted by many researchers results that talent management has a significant influence on job satisfaction. (Dzimbiri & Molefi, 2021;Mitosis et al, 2021).…”

Effect of Talent Management Training Program on Leadership Effectiveness and Emotional Intelligence among Nurse Managers

“…In today's competitive economy, talent management is the basic driving force behind businesses' success (Leggat et al, 2020). In light of globalization, organizations are concerned about how to develop a talent management strategy that takes into account the national environment (Mitosis, Lamnisos & Talias ,2021). In light of globalization, organization's are concerned about how to develop a talent management strategy that takes into account the national environment (Hariyati & Ungsianik ,2018).…”

Construction and validity of an instrument to assess talent retention factors in nurses

“…Criar uma cultura organizacional, sustentável e comprometida com a retenção de enfermeiros é uma estratégia que reduz custos com rotatividade, garante maior produtividade, recursos mais bem utilizados, segurança do paciente e aumento dos rendimentos no trabalho, pois permite otimizar os processos, sistemas e automações no trabalho (12)(13) . Embora estudos sobre gestão e retenção de talentos nas organizações sejam amplamente discutidos na atualidade, na literatura são escassas as pesquisas relacionadas à gestão e retenção de talentos no setor de saúde, particularmente, no que tange à enfermagem, no qual este contexto se torna ainda mais desafiador (7)(8) .…”