Talent management in a Swedish public hospital

Tyskbo, Daniel

doi:10.1108/pr-05-2018-0158

Cited by 22 publications

(42 citation statements)

References 65 publications

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“…The results were consistent with the hypothesis and literature. Hence, the study hypothesis was accepted because studies have shown that talent management has a great impact on individual level biographical factors such as promotion opportunities, years of work experience, education qualification, age and hours' work in a particular work (Barkhuizen et al, 2014a, b, c;Tyskbo, 2019) .…”

Section: Discussionmentioning

confidence: 99%

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Talent management practices: perception of registered nurses in Malawian public hospitals

Dzimbiri

Molefi

2021

AJEMS

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PurposeThe purpose of this study is to investigate nurses’ perception towards the current application of talent management practices in Malawian public hospitals. It further explores whether significant differences exist between the registered nurses’ perceptions of the current application of talent management practices based on their demographic factors.Design/methodology/approachThe study employed a quantitative research approach, using a cross-sectional survey strategy. An adapted version of Human Capital Index (HCI) questionnaire with 45-items was administered amongst 947 registered nurses in four public hospitals. Eventually, 580 responses, representing 61.2 per cent were found to be acceptable for analysis. Stata version-16 software programme was used to analyse the data.FindingsFindings of the study demonstrated that talent management practices are currently poorly applied amongst the nurses. Substantial gaps existed between the current applications versus the importance of talent management practices. Significant differences exist between the nurses perceptions of talent management practices based on their marital status.Research limitations/implicationsThe study only focused on a single perspective (registered nurses) and a single area (Malawian public hospitals) – an issue that disregarded different views (e.g. doctors, hospital administrators, hospital directors and other hospital staff). Furthermore, the results of this study cannot be generalised to other public and private hospitals settings because the data were collected from central hospitals only.Practical implicationsPractically, this study highlights the problematic areas of talent management practices hence the need for effective talent management for nurses.Social implicationsThe study has huge social implications in that the results will inform best practices for public hospitals thereby improving welfare of the patients and society at large.Originality/valueThe study contributes to new knowledge on nurses’ perception towards the application of talent management practices within the Malawian health sector and presents a valid and reliable measure to assess their perception.

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Section: Discussionmentioning

confidence: 99%

“…Talent deployment: This entails placing employees to various sections to make sure that no department/section is overstaffed or understaffed (Tyskbo, 2019).…”

Section: Talent Management Practicesmentioning

confidence: 99%

Talent management practices: perception of registered nurses in Malawian public hospitals

Dzimbiri

Molefi

2021

AJEMS

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“…6) Talent deployment: This entails placing employees into various sections to make sure that no department/section is overstaffed or understaffed (Tyskbo 2019). 7) Talent engagement: This is the process of allowing employees to be involved fully in the activities of the organisation.…”

Section: Talent Management Practicesmentioning

confidence: 99%

“…There are numerous benefits of talent management. Most importantly, talent management helps an organisation to retain the potential talented workforce to stay in the existing organisation (Olusegun, Akinwale, and James 2020;Tyskbo 2019).…”

Section: Talent Management Practicesmentioning

confidence: 99%

Talent Management and its Impact on Innovative Work Behaviour among Registered Nurses in Public Hospitals of Malawi

Dzimbiri

Molefakgotla

2021

AJNM

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The Malawi government established and implemented various talent management practices within public hospitals in the country to enhance accessibility, productivity and energy of its health personnel, and to boost the quality of health service delivery. Innovative work behaviours such as the creation, introduction and application of new ideas are key to achieving productivity, accessibility and energy of health personnel. The sure way of achieving innovative work behaviour is through the implementation of talent management. The purpose of this study was to examine the impact of talent management on innovative work behaviour of registered nurses in public hospitals of Malawi. A quantitative research approach was employed, and an adapted Innovative Work Behaviour Questionnaire (IWB) was administered to a convenience sample of 947 (N=947) registered nurses in public hospitals of Malawi. The results of the study showed that talent management practices did not contribute to innovative work behaviour of registered nurses in public hospitals of Malawi. The study, therefore, recommends that management of public hospitals should pay attention to effective talent management practices of healthcare workers, particularly that of nurses in public hospitals. The implication of this study to management in public hospitals is that the results can be used to improve the application of talent management practices at healthcare facilities and help to advance innovative work behaviour of healthcare workers.

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“…Most of the research focuses on the private sector organisation context, and very few studies concentrate on public sector organisations. The problem of insufficient research has been mentioned by Poocharoen and Lee (2013), Thunnissen and Buttiens (2017) and Tyskbo (2019). Some scholars have highlighted that appropriate talent identification is vital in developing an effective TM system (Mellahi and Collings, 2010; McDonnell et al , 2011; Ross, 2013; Lai and Ishizaka, 2020).…”

Section: Introductionmentioning

confidence: 99%

Identifying talent: public organisation with skewed performance scores

Siswanto¹,

Cahyono²,

Monang³

et al. 2021

JMD

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PurposeThis study aims to draw lessons on how talent identification becomes a critical factor in the field of talent management (TM).Design/methodology/approachA simulation approach with three developed scenarios is used in the paper. The first utilised the standard deviation of skewed performance scores, the second applied the standard deviation of normalised data and the third practised a percentile approach. Concerning the normalisation process of employee performance data, the paper proposed a weighted function to address skewness.FindingsThe results indicate that the process of identifying talent using a nine-grid box is sensitive to changes in the classification criteria used, indicating a bias in identifying talent. In sum, using a standard deviation approach using transformation data is the most appropriate choice for use in performance data with a skewed distribution.Practical implicationsThe Government of West Java Province, Indonesia, can use the simulation results to objectively identify excellent civil servants and develop an appropriate TM strategy. A similar process treatment can be implemented in other organisations that have skew distribution issues.Originality/valueThis paper introduces a weighted function approach to address practical problems in the unsymmetrical distribution of employee performance scores when identifying talent using a TM framework. It shows the application of a unique mathematical technique to solve issues found in the field of human resources management systems.

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Talent management in a Swedish public hospital

Cited by 22 publications

References 65 publications

Talent management practices: perception of registered nurses in Malawian public hospitals

Talent management practices: perception of registered nurses in Malawian public hospitals

Talent Management and its Impact on Innovative Work Behaviour among Registered Nurses in Public Hospitals of Malawi

Identifying talent: public organisation with skewed performance scores

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