Case Study: Talent Management – Templates and Feedback
Tameside and Glossop Integrated Care NHS Foundation Trust have successfully developed and implemented Talent Management in their organisation and have shared the templates, processes and feedback they have used.
Talent Management Development Plan
We thought it would be useful for managers and staff to jointly complete a development plan during the Talent Management (TM) conversation itself. This not only helps to provide structure for the conversation itself but also provides staff with a tangible plan that they can refer to, which helps to map out their goals and ambitions, an indicative timeframe to achieve their goals, and what support is available to them to help them achieve those goals.
Every member of our department now has their own development plan, which is referred to during 1-1 conversations and is a useful reference during annual appraisals. This should always be viewed as a ‘live’ document, as we recognise that goals and their associated timeframes may change depending on personal circumstances.
Talent Management Resources
We thought it would be helpful for line managers conducting the TM conversation to have a reference document to ‘signpost’ staff towards, to highlight various courses and other information sources that may help them to achieve their goals. We appreciate that the information contained on the TM Resources file is not a fully comprehensive list but a starting point for managers to refer to during the conversation, so that staff are aware of the support that is available within your own organisation, as well as the wider NHS.
TGH – Talent Management resources
Talent Management is for everyone
We developed a helpful user guide for line managers and staff to read through in advance of the Talent Management conversation. The guide we adapted is based on existing material and tweaked to meet our own local needs. We held a specific session on TM during a departmental team brief to ensure that both line managers and staff were fully aware of what the TM conversations were about, how they differ from annual appraisals, and what preparation was needed in advance of the conversations.
We also developed a poster to help publicise the Talent Management conversations in advance of them taking place, to help raise staff awareness:
Staff Feedback Forms
We created feedback forms for staff to complete to capture the impact of the conversations that they had with their respective line manager. We wanted a way of ensuring that we captured an honest opinion of their view on the TM conversation. The questions we asked staff to consider when completing their feedback are shown below, but we asked that staff use the questions as a guide only to help them think about their feedback and that they didn’t need to answer all the questions:
EXAMPLE OF STAFF FEEDBACK
At TGH, we feel we have a fully embedded talent management strategy in place, and by using the various templates within this document (along with the TM Pipeline model we have developed), it has been received well with positive feedback from our staff.
Please see below examples of some of the feedback we have received from our staff:
Example 1: https://onenhsfinance.nhs.uk/documents-reports/tgh-tm-example-feedback-1/
Example 2: https://onenhsfinance.nhs.uk/documents-reports/tgh-tm-example-feedback-2/
Example 3: https://onenhsfinance.nhs.uk/documents-reports/tgh-tm-example-feedback-3/
Learn more about The Talent Management Strategy and process here