Abstract:Aim
To examine seven determinants of Registered Nurses’ aspirations to become a manager in four Norwegian public hospitals.
Background
Research evidence shows that nurses submit few applications to management positions. Understanding the determinants that influence nurses’ aspirations to become managers can provide healthcare organizations with important knowledge on the drivers and barriers in recruitment and on the development of nurse managers.
Design
This study adopted a cross‐sectional web‐based survey de… Show more
“…Without appropriate talent management practices, a healthcare organization's potential to recruit and keep “the best and the brightest nurses and midwives” is impeded (Elkady et al, 2019 , p. 1). Healthcare organizations must therefore ensure their HR plan assists the organizations in acquiring the nursing and midwifery skills they need now and into the future (Haaland et al, 2019 ). Creating a future‐oriented workforce will healthcare organizations deal with the changing complexities of the sector and ensuring a workforce with the specific skills, attitudes and knowledge needed (Paans et al, 2017 ).…”
AimThe aim of this study is to gather evidence on talent management practices for nurses and midwives in an Irish hospital group, to identify any shortcomings in the current practices and to develop an evidence‐based talent management framework for the hospital group.DesignThis paper details a protocol for a mixed methods research study that will be used to (1) identify, critically evaluate and summarize academic scholarship on talent management strategies for both domestically and internationally trained nurses and midwives, leading to the development of a model of talent management for this study, (2) gather evidence from both domestic and internationally trained nurses and midwives, via questionnaires and focus groups within the hospital group on current talent management practices and (3) use the model previously developed to organize our findings and develop a talent management framework for the hospital group.MethodsThe study will adapt a mixed methods approach. Quantitative data will be analysed using SPSS, and qualitative data will be analysed using NVivo.ResultsOur findings will support a stakeholder approach to the development of talent management practices for both domestic and internationally trained nurses and midwives in healthcare organizations. Doing so should improve the pipeline of suitably qualified nurses and midwives for future roles, by assisting nurses and midwives to identify career paths and future educational opportunities. From an organizational perspective, this research will allow healthcare organizations to adapt their current workforce planning strategies, tailoring them to the needs of the current workforce, which should reduce turnover, ensuring a highly skilled workforce, with the appropriate numbers to provide the care required within that healthcare setting.No Patient of Public ContributionContributions will be sought from nursing and midwifery staff and management within the hospital group.
“…Without appropriate talent management practices, a healthcare organization's potential to recruit and keep “the best and the brightest nurses and midwives” is impeded (Elkady et al, 2019 , p. 1). Healthcare organizations must therefore ensure their HR plan assists the organizations in acquiring the nursing and midwifery skills they need now and into the future (Haaland et al, 2019 ). Creating a future‐oriented workforce will healthcare organizations deal with the changing complexities of the sector and ensuring a workforce with the specific skills, attitudes and knowledge needed (Paans et al, 2017 ).…”
AimThe aim of this study is to gather evidence on talent management practices for nurses and midwives in an Irish hospital group, to identify any shortcomings in the current practices and to develop an evidence‐based talent management framework for the hospital group.DesignThis paper details a protocol for a mixed methods research study that will be used to (1) identify, critically evaluate and summarize academic scholarship on talent management strategies for both domestically and internationally trained nurses and midwives, leading to the development of a model of talent management for this study, (2) gather evidence from both domestic and internationally trained nurses and midwives, via questionnaires and focus groups within the hospital group on current talent management practices and (3) use the model previously developed to organize our findings and develop a talent management framework for the hospital group.MethodsThe study will adapt a mixed methods approach. Quantitative data will be analysed using SPSS, and qualitative data will be analysed using NVivo.ResultsOur findings will support a stakeholder approach to the development of talent management practices for both domestic and internationally trained nurses and midwives in healthcare organizations. Doing so should improve the pipeline of suitably qualified nurses and midwives for future roles, by assisting nurses and midwives to identify career paths and future educational opportunities. From an organizational perspective, this research will allow healthcare organizations to adapt their current workforce planning strategies, tailoring them to the needs of the current workforce, which should reduce turnover, ensuring a highly skilled workforce, with the appropriate numbers to provide the care required within that healthcare setting.No Patient of Public ContributionContributions will be sought from nursing and midwifery staff and management within the hospital group.
“…With the amount of vacant nursing posts on the rise, the risks in terms of reduced patient safety and negative health outcomes are increased. It is therefore necessary for healthcare organizations to work strategically to develop a human resource management policy that ensures that the PLOS ONE organization develops the nursing capabilities it needs now and, in the future, [12]. To date, global crises have showed that skilled workers must be placed in important positions in organization's and then effectively managed for the organization's long-term viability and ability to respond quickly to changing priorities and demands for services [13].…”
This paper details a protocol for a systematic review that will be used to identify, critically appraise, and synthesize current academic evidence relating talent management practices for internationally trained nurses in healthcare organizations. Databases used in the search will include CINAHL with full text (EBSCOhost), PubMED, PsycINFO, Embase, Business Source Complete, Academic Source Complete, Web of Science, and Medline. Searches are limited to studies in English. Based on receiving funding approval in May this review will systematically search all materials in databases up until 2022, with predetermined search terms. All studies will be screened based on specific criteria and predetermined search terms using the Boolean terminology. Risk of any bias will be considered and assessed using the checklist provided by the National Institute of Health and Clinical excellence. Two assessors will review the findings using convergence and any disagreement will be settled by a third-party reviewer. The systematic review will produce a synthesis of the data related to talent management practices for internationally trained nurses in healthcare settings, as well as outlining areas for further research. The study will be the first of its type to systematically review and synthesize talent management practices for internationally trained nurses. In particular, the findings will provide the latest, validated evidence to narrate the development talent management practices specifically in relation to the strategically important cohort of internationally trained nurses in healthcare organizations. It will also help create a pipeline of suitably qualified candidates for future roles, as well as helping internationally trained nurses identify career trajectories. By systematically gathering and analyzing the relevant research, a stakeholder informed evidence-based approach to talent management for this cohort can be informed as a way of improving the quality and safety of care to the patient.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.