Key result
A review of talent management in nursing indicates that leading indicators for nurses have not been developed, highlighting the need for managers to specify career routes from the beginning.
Highlights the need for clear career pathways and talent management indicators in nursing to optimize individual and organizational outcomes.
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Talent management lacks validated leading indicators in nursing; leaves open the need for prospective development of career pathways before practice adoption.
Talent management has attracted increasing attention from academics and practitioners in recent years, but there are a number of gaps for further theoretical and empirical development. The present paper aims to contribute to 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. Furthermore, we distinguish two main approaches of talent management: exclusive and inclusive talent management. Then, this paper examines the different characteristics of indicators of talent management in health care system particularly in recruiting nurses. The analysis of the findings of studies conducted to date indicates that leading indicators for nurses have not developed. Therefore, managers of health centers need to specify route of nurses’ career and future positions from the beginning to get optimal individual and organizational output.
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Nojedeh et al. (2015) conducted a review in Talent management in nursing. Talent management was evaluated. A review of talent management in nursing indicates that leading indicators for nurses have not been developed, highlighting the need for managers to specify career routes from the beginning.
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