Resourcing and Developing Talent - Staff retention, training and development in healthcare

This report discusses the challenges and solutions related to talent management in healthcare, with a focus on staff retention, training, and development. It covers topics such as discrimination, corruption, resource constraints, and unemployment rate. The report also includes an outline for a one-day workshop on talent management.

Resourcing and Developing
Talent - Staff
retention ,training and
development in health care

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
Four key employee resourcing challenges..................................................................................3
Create an outline for 1day workshop..........................................................................................5
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
HR professionals and managerial groups have longer section of the thoughts that
manages their talent management and it will lead to positive organisational outcomes.
Management represent their trust on human capital by managing their respective that support the
business to attain their targets. The management consider in this report is NHS (National Health
Services). It was established in the year of 1948. Its headquarter is in England, United Kingdom.
The following report covers the scenario of fundamental terms of the talent management that are
linked with the dedication of the business in respect to influence, retain and efficiently create
effective workers within the marketplace. It lead to deal with several diverse managerial tactics
that are being created to support the business to increase the potentiality of business that require
to understand about the best talent to get success in high competitive marketplace that will
maximise global economical roles.
TASK
TALENT MANAGEMENT
For it, the requirement to recruit and retain talented respective but for it, management
require to be aware about the business of the talent that is crucial resource to attain an effective
result (Akanda, and et.al., 2021). Talent management is the crucial procedure that lead to ensure
that the business should have the quality and as well as quantity of respective in respect to meet
the present and future priorities of the business of management.
Individuals are facing complexities while maintaining staff faculty in the management. In
the contemporary world, the digitalisation have added higher complex situations regarding
human resource management, social media transparency, continuity of software updates and as
well as remoteness of the multinational groups within business of management. This procedure
can be undertake with fundamental aspects of the lift cycle of the workers that consider of the
selection, development, succession and as well as performance of the business.
In respect to the National Health Services, Human Resources divisions or employee
resourcing division are facing high term of difficulties in staff retention ,training and
development in an organisation. As there are some of the challenges that Human Resources or
Employee Resourcing Department are facing that are as follows -

Discrimination, favouritism, and nepotism – Favouritism occur when the executives, leaders,
managers or workers of the business have develop a friendship beyond the business of
management. Favouritism in an organisation is effectively sounds like favouring someone just
because not for their performance but for their outside friendship. It will have an adverse impact
of favouritism in the management that can become as worst when such friendship shift into
effectively harassment in an effective and efficient manner. In relation to the NHS (National
Health Services), the leaders continuously provide their workers best and significant terms of the
projects by the workers will not present well sufficient to deserve them. On the other hand,
favouritism or nepotism takes place in the business of management and the impact of both are
basically term to be similar. The another form of favouritism is nepotism with an organisation. It
lead to the manner of negative outcome that is also termed as the discrimination in the business
of management that are as follows - Lower morale – When staff members understand that there is favouritism in how they are
treated by an organisation, a term of partiality will raise in the management. Resentment – The term of resentment refers to the manner in which the leaders or
executives will partially favouring the workers who might not be most deserving,
favoured staff members who are taking benefits of the conditions.
 Legal implications – This section is relates to the exercise of dealing favouritism that
might lead to legal terms of actions in which the workers will feels that they are facing
discrimination against to their incentives and extra terms of the benefits in a potential
situation. The leader's favouritism can end up by managing and maintaining their
business of management with higher amount of money in lawyer charges.
Talent management is the procedure of influencing, encouraging, retaining high quality and
developing of the abilities in the workers to enhance their presentation. The fundamental aim of
the talent management is to develop a smooth situation for the workers to influence them
towards the business in respect to attain longer term of the aims (Kumar, 2022) . The procedure
involves determining the suitable workers for unoccupied position and train them by creating
their abilities. It will support them in increasing the values of the workers. The procedure
involves the following course of the sections that are as follows -

 Planning - It is the primary section in the procedure of the Talent management. It
supports in determining the needs of the human capital and in creating the roles and as
well as description of the job roles. Attracting - The following section in this procedure is deciding if the workers needs
should be filled from it when the business or from outside sources. Selecting - The procedure of selection include the testing and checking of the workers by
written test and interviews to analyse most effective workers for the profile sections. Developing – As per this procedure, a worker is trained for the business by orientated
schedule, counselling, mentoring and increasing their abilities as per to the needs of the
job profile (Kumar, 2022). Retaining – The management to become successful should retain their workers by
offering promotions, increments, development opportunities, rewards and roles in the
decision making. Transitioning - The development of respective workers plays significant roles in
transformation and development of the business of the management.
Corruption - Bribery and corruption risks can effectively harm a managerial goodwill in a
negative manner. The term corruption will maximise the inequality, decrease the term of popular
accountability section and as well as political responsiveness in the business of management. It
will create and rise the frustration and hardship between their citizens who are more effectively
to accept their demands and as well as needs with hard – handed and narrow minded plan of
actions. In relation to the NHS (National Health Services), the management manages the
corruption of greed of monetary value, desires, high section of market place and political
monopolization. Secondly it deals with low section of democracy, weak civil participation and
lower political transparency with high section of bureaucracy and ineffectiveness with
administrative section of the framework, that cover lower press of the freedom with section of
the lower economical freedom of the structure.
Unemployment rate – Individuals who are unemployed can not earn monetary value to satisfy
their financial roles. Unemployment can lead to the homelessness, stress and as well mental
tension. It can be also the reason of underemployment in which staff members takes on jobs that
are below their abilities division. An effective disapproval of the official unemployed level is
that staff members that become demotivated and resist effectively who are looking for task and

will hold that are to be not in labour force and by which it will be no longer in the unemployed
divisions. According to the outcome, the exit of demoralised staff members from the labour
workforce that could be the reason for the unemployment. It involves personal and as well as
social terms of unemployment that involves intense economical complexity and poverty, debt,
homelessness and housing stress, confidence breakdown, and so on.
Talent management is a significant for each and every management in respect to get
talented respective in the business and for it, the Human resource professionals tends to deal with
various sort of the tactics that are advantageous for them to get skilled and potential staff
members in producing maximisation level of the sales and revenues (Liu, Li, and Xia, 2021). In
this relation, it also cover learning and development terms of the manner that are important to
hold talent in the business for it, the human resource managers also undertake several
presentation appraisal to maintain the performance of the workers and it also supports in
encouraging them at the time of presenting their job roles or allotted several sort of the task. In
respect to retain and influence skilled workers, the human resource manager provide various
advantages to workforce such as incentives, hire, promotion, transfers, bonus, compensation and
so on.
Resource constraints -
It is not sufficient to maintained the resources that they should also posses the abilities
that set to need and manages efficiently with the completion of the project needs and have
abilities that sets with effective section to the business in general terms. By apportioned the
resources without taking account of their abilities that can end up being wasting their time.
Before allocating resources, it is essential to have an effective orientation of incoming their
demand and accessible resources and their capabilities as per to their skills and division of their
roles. At the time of maintaining their task, it is essential to effectively and suitably manages all
resources that can be used.
Talent management is an organised attraction, identification, growth and involvement of
such respective who have certain value to the business consider the perspectives of their higher
potential for the future as they are willing their management and critical roles (Saad, and
Mohammad, 2021). Some of the challenges that are faced by NHS are mentioned below -
 NHS, will not encourage passion of the workers and most of the workers want to perform
work in the business that suits to their belief, aspects and expectations as well. Highly

competitive management consider that they are worth more than they want to be aligned
with the business.
 The leaders of the NHS also if it become issues to embrace the new thought that
evaluates the variations and aspects, requirements and behaviour of youth hiring. They
also tends to communicate with the world with the support of efficient techniques that
evaluates their sections.
Create an outline for 1day workshop
Time period Activity Elaborate
9 A.M. To 10
A.M.
Induction The main aim of this induction is to introduce every one
which each other into the management and present them
the section, process, cultures, ethics and the
management itself. It also supports them ease in a
situation of new condition at a time when various new
workers with the purpose to guide the staff members
about the discrimination with the structure of game
format. Secondly it cover seminar on corruption and at
last it cover conference on resource constraints and as
well as Unemployment rate.
11 A.M. To 12
P.M.
Discrimination It manages the awareness about discrimination by game
format in which it deals with the manner to decrease the
partial and biases nature. A game with effective data on
previous discrimination can decrease the biases aspects.
It deals with normative section of the game that will not
effectively decline the divisions of the partial nature.
Staff members should respect their cultural and racial
terms of the difference in the business of management
by effective game. The managers should conduct their
report in front to their staff members and manages

furthermore operations and as well as functions in the
game.
1 P.M. To 2
P.M.
Seminar Corruption is dishonest behaviour by which they
manages their positions of the power like managers or
government officials. Corruption can involves in giving
or accepting bribes in ineffective incentives, double
terms of dealings and in the method of transactions,
diverting section of the funds, laundering of the money
and defrauding of the money can lead to awareness of
the corruption among staff members in the business.
3 P.M. To 4
P.M.
Conference The conference manages and prioritize the work
requests the section and field of suitable expectations
with key stakeholders in an effective and efficient
manner. It will identify suitable resources accessibility.
It will put suitable terms of the resource in the
conference with proper time. It cover several terms of
the plan of action which is intentionally impose the
constraints on the management to hold their lean effects.
It also covers several section to make individual more
effective and concentrates on value added point that
might be imposed a constraint on working hours.
4 P.M. To 5
P.M.
Conference The conference stated about the job creation and
unemployment that will have an impact by the factors
like aggregate demand, whole term of challenges,
education, automation and as well as demographic
sections. Such sort of the components that will have an
impact on the amount of staff members with suitable
course of unemployment and wage rates in the business
of management.

CONCLUSION
From the above mentioned report it has been concluded that, resource and talent planning are
important organisational practices. It will refers to the resourcing and as well as talent planning
and organisation that involves talent audits and potential business, career planning, advancement
and betterment of organisation that include promotion, succession planning, turnover and as well
as retention in an effective and efficient manner.

REFERENCES
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