Talent Management Plan for Bupa

The assignment details a talent management plan for Bupa, focusing on demographic factors such as generational geography, longer life spans, and workforce diversity. It includes strategies for managing these changes, such as implementing a strategic workforce plan, promoting diversity training, and sharing decision-making in hiring processes.

TALENT MANAGEMENT PLAN 1
TALENT MANAGEMENT PLAN
Name
Institutional Affiliation

TALENT MANAGEMENT PLAN 2
DEMOGRAPHIC FACTORS
Generational Geographies
Demographic factors are common factors that can have a significant impact on the
provision healthcare service. In order serve its current customers and attract new ones, Bupa
needs to forecast and understand the specific needs attached to each generation (Califf et
al.,2016). In the united states, for example, the Greatest Generation which is made up of
individual above 65 years comprising 38% of healthcare seekers have been found to spend more
time in hospital and visit hospitals frequently than any other generation (Health
Knowledge,2008). Such a generation requires specialized healthcare services (Gresenz,
Rogowski and Escarce,2009). Bupa will need to grow the capability of its workforce in both new
and emerging areas to facilitate, enact job transfers to areas of scarcity for efficient provision of
health care services to people belonging to different generations.
Longer life spans
Improvement in heath care and changes in the leading causes of death among other
factors have been the main reasons for the current trend of people living longer lives (Marmot et
al.,2018) With this trend, the aging population has continued to grow with research showing that
there will be a population of 1.5 billion people aged above 65 by the year 2050.With such
projections, there is likely to be numerous changes in the healthcare sector necessitated by
additional demands in the healthcare system (Passel and Cohn, 2008) It will be necessary for
Bupa to implement a strategic workforce plan to deal with current and anticipated changes. A
retention plan for skilled employees who have reached retirement age will also help in bringing
the gap between demand and supply of specialized healthcare services (Essential Hospitals,

TALENT MANAGEMENT PLAN 3
2016).
Workforce Diversity
With increased globalization, workforce diversity has become a common phenomenon
(McDermott, 2018). It has become a common practice to have in the same organization
employees from different races, ethnic groups, gender, educational backgrounds and
personalities. There are numerous benefits attributed to diversity, however, if it is not carefully
managed it can be disastrous. Bupa will require a diversity training framework for all its
employees on a continuous basis in which employees will be trained how to treat others whose
backgrounds differ, to create a positive work environment for its employees (Static.guim.co.uk,
2018). Sharing decision making with regards to the hiring process can also be an effective
strategy (Patrick and Kumar, 2012). This will be achieved by having representatives from
different departments form a decision-making team.
Works cited

TALENT MANAGEMENT PLAN 4
Califf, R.M., Robb, M.A., Bindman, A.B., Briggs, J.P., Collins, F.S., Conway, P.H., Coster, T.S.,
Cunningham, F.E., De Lew, N., DeSalvo, K.B. and Dymek, C., 2016. Transforming evidence
generation to support health and health care decisions.
Essential Hospitals.(2016). Sociodemographic Factors Affect Health Outcomes . [online]
Available at: https://essentialhospitals.org/.../sociodemographic-factors-and-socioeconomic-
status-. [Accessed 4 Mar. 2018].
Gresenz, C.R., Rogowski, J. and Escarce, J.J., 2009. Community demographics and access to
health care among US Hispanics. Health services research, 44(5p1), pp.1542-1562.
Health Knowledge. (2008). The significance of demographic changes for the health of the
population and its need for health and related services. Available at:
https://www.healthknowledge.org.uk/public-health.../health.../3a.../demographic-change.
[Accessed 4 Mar. 2018].
Marmot, M., Friel, S., Bell, R., Houweling, T.A., Taylor, S. and Commission on Social
Determinants of Health, 2008. Closing the gap in a generation: health equity through action on
the social determinants of health. The lancet, 372(9650), pp.1661-1669.
: McDermott, N. (2018). Almost half of NHS doctors are 'from overseas' as demand 'overstrips
supply'. [online] The Sun. Available at: https://www.thesun.co.uk/news/5176940/half-nhs-
doctors-overseas-reports-says/ [Accessed 4 Mar. 2018].
Patrick, H.A. and Kumar, V.R., 2012. Managing workplace diversity: Issues and challenges.
Sage Open, 2(2), p.2158244012444615.
Passel, J.S. and Cohn, D.V.U.S., 2008. US population projections: 2005-2050.

TALENT MANAGEMENT PLAN 5
: Static.guim.co.uk. (2018). Cite a Website - Cite This For Me. [online] Available at:
https://static.guim.co.uk/ni/1390829680973/NHS_staff_graphic.pdf [Accessed 4 Mar. 2018].