Pressures driving talent management in healthcare:
- lack of qualified candidates in the labour market
- looming retirements of the baby boomer generation
- regulatory pressures with respect to federal or state reimbursements
- uncertainty about pending healthcare reform legislation
Key talent management metrics:
- hiring manager satisfaction
- employee retention
- customer / patient satisfaction
- time-to-productivity
- employee engagement
- percent of key positions filled by internal candidates
Top strategic actions:
- align individual performance with organisational objectives
- increase engagement throughout the organisation
- establish programs to identify and develop high potential talent
- implement a customer / patient oriented culture
Key knowledge capabilities:
- core competencies are defined for each job and communicated to stakeholders
- updated repository for all employee performance data
To achieve best-in-class performance, healthcare organisations must:
- use assessments post-hire to identify high-potentials and uncover competency gaps
- define performance metrics to better manage talent management efforts
- have a formal employee engagement strategy championed through the senior leadership team
