Talent Management

What is it?

This is how we will recruit, train up, manage and develop people who work here. It’s an ‘umbrella’ term which covers several different things. There’s more about this in the Response section…


What do we want to achieve?

We have one culture of care, we look after each other as much as we look after patients.  In a nutshell, brilliant people delivering brilliant care! When we get this right, we’ll give every individual the opportunity to develop and be their best self. People will be skilled as managers and tooled up as leaders. As leaders, we’ll feel we are part of a wider group of other CHFT people who are also working hard to be good leaders. We’ll know that our talents are supported, valued and rewarded. Not only that, but people outside our organisation will look at us and say ‘I hear CHFT is a cracking place to work: forward –thinking, professional and really rewarding’


Why is this important at CHFT?

We have one culture of care, we look after each other as much as we look after patients. They’ll be proud of the Trust and we’ll be proud of them!


What is the situation now and what does our feedback tell us?

At the moment, people aren’t always sure of how to progress at work and develop their careers.
Not enough people are thinking ‘I could do that’ – this is about confidence. Not enough people are thinking ‘I am able to go for that’ – this is about competence. We need to sort both.


Asset 44 What must we do?

Our business is about peoples’ health and about peoples’ lives. It is really important that people who work with us have professional standards and carry out their work safely as well as with compassion. There are rules and guidelines about recruitment, performance management and development – we’ll make sure we stick to them.

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What do we already do and will keep doing? What will we do differently? What will be new and innovative?

We reckon that there are four things we need to get right in order to manage our talent. These are:- recruitment (getting great people to work with us); retention (keeping them); performance management (making sure people know what’s expected of them and that they’re able to do the job); development (helping people to be the best they can be).


How will we know we’ve done it? What are the key performance indicators (KPI’s)?

For each recipe in The Cupboard there are some key things that we need to measure such as vacancy numbers; staff turnover and retention rates; promotions; and disciplinaries and grievances.  Data and information for each of these measurements will  change every month.  Have a look at them and find out how we are doing.

Key ingredients

Select a key ingredient