The views of nurses regarding talent management applications in hospital nursing departments

The Views of Nurses Regarding Talent Management Applications in Hospital Nursing Departments This study aims to emphasize the views of nurses regarding talent management applications in hospital nursing departments. This descriptive study was conducted between January and May, 2016 in six hospitals located in Istanbul, Turkey and comprised 692 nurses that had been working for at least one year at the same hospital and that had volunteered to participate in the study. The data were collected through a questionnaire that consisted of socio-demographic questions and occupational characteristics related to talent management applications. The data were evaluated through definitive analysis, Kurskal Wallis, chi-square and independent-samples t tests. The participants vocalized the position of "head nurse" and specialist nurses as the key types of nurses. They repeated several other qualifications that ought to exist in these key types of nurses such as effective communication, leadership, professional experience, trustworthiness, and the ability to speak a foreign language. They also pointed out that nurses in these key positions are assigned to these positions either internally or from another organization and that they constantly develop their professional skills through various educational programs. Half of the participants stressed that there is a lack of talent databases and career development programs, that there are no strategies to retain employees and that there is no system of rewarding/appreciation system to honor good deeds of the nurses. The major obstacles of building a talent database is the constant high rate of nurses being replaced by another in addition to various governmental problems. The perception of being assigned to a more appropriate and well-fit position according to the nurse's abilities is higher in nurses that are not one of these key types. It was discovered that the duration of nursing experience and the building of nursing service databases with such information as assignment definitions, performance criteria, and career planning, talent database building positively affects the perception of being assigned to an adequate, talent-defined position. There is a need of restructuring the talent management applications to promote the more effective use and better planning of human resourcing in nursing departments in hospitals. Keywords: Talent management, talent management in nursing services, talent, nursing