He has more han 25 years' consulting experience. Robert J. Toggle navigation. New to eBooks. How many copies would you like to buy? USD Sign in to Purchase Instantly. Usually ships within 6 days. Overview Talent in the workplace is increasingly identified as a key factor in determining success.
Product Details About the Author. He specializes in transformational organizational and technological change. Average Review. It could mean hiring talents from another organization to work often lead to a decline in performance of an individual. Furthermore, this condition would cause a decline in the performance of all other members of a group that have to work with him, and as a result the organizational performance declines. In this perspective, all nurses in different sections should be recruited based on the same talent standards. This highlights that the differences within various sections will not affect these standards.
Consequently, the sections that have highest fitness level with each of these perspectives show the highest level of efficiency.
Job burnout as the main issue can arise in both of these sections. All nurses work in hospitals face job burnout in their career path due to very high job stability. Identification of Talent Perspectives It is very important to consider who is taken as talent in talent management. To some extent, the way a talented person is defined is difficult and depends on the organizational own view because there is no universally accepted definition of it. These definitions were different based on the strategy of organization, type of company, and competitive environment. Research in various contexts proposed different perspectives on talent.
In other perspective, talent is typically described as an innate ability that manifests in a particular field Tansley et al. In other words, talent refers to high potential applicants. Table 2 shows the commonly used terms related to talent in different articles. First, the nature-nurture debate is a longstanding one when it comes to individual differences and it is pertinent to discussions about talent as well.
The concept of innate ability is raised from individual differences. Williams defined talent as an innate ability which is a unique mix of innate intelligence or brain power and a certain degree of creativity or the capacity to provide innovative solutions to problems in his everyday world in addition to effective and efficient communication between employees. Talent is an innate ability that an individual possesses and uses to manage different affairs in special occasions Gagne, Two people with the same intelligence may act differently to implement a distinct talent because while one of them has the ability to use other one does not have.
In fact, talent represents a competitive advantage for organizations in order to maximize their effectiveness. Many research suggested that in recruiting and retaining nurses the features must be searched which facilitates continuous learning and the growth of unique capabilities or enablement of talent. Talent is an innate ability that an individual should have it from the beginning and it cannot be obtain from a position-time. Ericsson, Prietula, and Cokely , for instance, conclude from their research across a wide range of performance domains i. Pfeffer and Sutton defined talent as a function of experience and effort.
A growing number of individual and organizational variables are effective on the process of mastery growth in a way that predicted values always cannot achieve the satisfactory results. In fact, working condition for nurses is considered more effective than nurses themselves. A third approach to talent focuses on commitment operationalized both as commitment to one's work and one's employing organization. According to Allen and Meyer , organizational commitment is a psychological state that binds an employee to an organization as a result of desire, need, and obligation.
The concept of talent as commitment can be seen as a complementary approach to talent, rather than a supplementary approach, which is presented as one of components of talent.
Talent is competence times commitment times contribution. All three elements should exist and high scores on one element e. Talent includes an outstanding maturity that generally was called fitness, i. It can put an individual among ten percent of the top employees who work in the same field of study. As a pillar of healthcare system, hospitals help nurses upgrade their fitness Aiken et al. World Health Organization WHO stated that nurses are the best supporter of healthcare system in all communities and lack of sufficient qualified nurses can negatively effect providing patients health.
The primary nursing care goal is the recovery of patients and realizing this fact is possible through behavioral and scientific cares and effective communication with patients Habibzadeh, Ahmadi, Vanaki, Healthcare system encounters with considerable global challenge and concerns about nursing shortage despite the undeniably significant improvements in the field of science and technology.
An Examination of Talent Management Concepts in Knowledge Intensive Settings
In response to this challenge, talent management system is used in order to improve and expand quality, fitness, mastery, experience, and culture in nursing workforce Cowan, Norman, Coopmah, ; Douglas, For more than one decade, talent management system has been applied in the healthcare system which is a good health indicator Brightman, ; Douglas, Discussion Selection of appropriate nurses means that the managers should be assured that they have skilled, qualified, and knowledgeable personnel for care of patients and the patients have the right to be under the health and social care professionals with updated and relevant expertise.
Therefore, recruitment and maintaining qualified and worthy nursing workforce play a vital role in patient satisfaction and hospital performance. Having talented skilled nurses is a key factor in achieving big hospitals with several specialized units Maureen, The financial value of hospitals depends upon the quality of talents, which improve the condition of hospitals. Each organization has its own attitude and opinion in this field and there is not a common accepted definition for it CIPD, Healthcare system has a great deal of influence on proper management of talents regarding society health.
Despite of insufficient research about proper talents in nursing, the studies in different organizations show that nursing career has a reduplicated importance in talent system because of its professional standards and scientific and technical nature.
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The reason is the application of each indicators within a different period of time which shows its role and position in different career paths. The provided criteria in other research were represented based on the non- medical nature of those organizations and they were also proposed by considering the common nature of employment. Different unites of healthcare system follow the unique features which do not provide the possibility of comparative study with other organizations. The nature of nursing career requires having various masteries in different times and in different sections.
There is not any standard unite of talent, despite of having unit of professional qualifications. Conclusion The present study set out to present the literature on talent management in nursing by developing a clear and concise definition of talent management and offering an in-depth review of the talent concept. From a theoretical point of view, this review suggests that the area of talent management is in its infancy and a significant degree of theoretical advancement is required.
Hence, the managers should involve the maximum known talents in their selection at the time of recruitment in order to be helpful for nurses in different sections. Unlike many other jobs, the career path may not be specified from the beginning for the nurses. Using talent management system in healthcare system, clinical skills of nurses can boom, job satisfaction of personnel can increase, recruiting, applying, and retaining qualified nurses can take place, and provide improving skills and opportunities for learning.
The present study is not free from limitations. The very first limitation of the study is to examine differences in the conceptualization and implementation of talent management. In doing so, researchers would respond to calls for more evidence of how talent management is implemented across different contexts and which approaches are more prevalent. Moreover, future research is required to understand how the success of talent management is measured in different nursing sections. In sum, in depth investigation and case study to understand the effects of talent management in nursing is needed.
References Aiken, L. Educational levels of hospital nurses and surgical patient mortality. Journal of the American Medical Association, , — Aiken, L. Trends in nurse migration. Health Affairs, 23 3 , 69— Ashton, C.
Book Review of The Talent Powered Organization
Managing talent for competitive advantage. Strategic HR Review, 4 5 , 28— Axelord, B. A new game plan for B players. Harvard Business Review, 80 1 , 81— Barab, S. Smart people or small context? Cognition, ability, and talent development in an age of situated approaches to knowing and learning. Educational Psychologist, 37 3 , — Becker, B.
The differentiated workface: Transforming talent into strategic impact. Boston: Harvard Business Press. Berger, L. Creating a talent management system for organization excellence: Connecting the dots. Berger eds. The talent management handbook by creating organizational excellence by identifying, developing, and promoting your best people. New Delhi: McGraw Hill. Bethke-Langenegger, P. The differentiated workforce: Effects of categorization in talent management on workforce level. Unpublished working paper, No. Bjorkman, I. Talent or not? Employee reactions to talent identification.
Human Resource Management, 52 2 , — Boudreau, J. Where's your pivotal talent?
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