Talent Management Intervention Program for First Line Nurse Managers and Its Effect on Their Job Performance

Abd El-Fattah Mohamed Aly, Nagah; Moustafa El-Shanawany, Safaa; Ghanem, Maha; M. Lotfy, Wael

doi:10.21608/ejhc.2023.317862

Talent Management Intervention Program for First Line Nurse Managers and Its Effect on Their Job Performance

Document Type : Original Article

Authors

¹ Nursing Administration, Faculty of Nursing, Matrouh University, Egypt

² Forensic Medicine and Clinical Toxicology, Faculty of Medicine, Alexandria University, Egypt

³ Community Health Nursing, Faculty of Nursing, Matrouh University, Egypt

10.21608/ejhc.2023.317862

Abstract

Background: Nurse leaders will be required to manage the rapid change in the healthcare system. Talent management training plays a crucial role in preparing nursing leaders and improving their performance in health care systems. This study aimed to examine the effect of the talent management intervention program for first line nurse managers on their job performance. Subjects and Method: Study design: A quasi-experimental study. Setting: The study was implemented in medical- surgical, surgical intensive, toxicology and critical care units at the Alexandria Main University Hospital. Subjects: The study was carried out on 125 first line nurse managers who attended the talent management intervention program. Tools of data collection: The data of the present study were collected using self-report questionnaires regarding first line nurse managers' knowledge and practice of talent management and their job performance during training program intervention. Results: The present study revealed that the talent management training program generated an improvement in post and follow-up program assessment compared to pre-program evaluation. Z and t values indicated that there were highly statistically significant differences in first line nurse managers' knowledge and practice of talent management and first line nurse managers' job performance. Correlation and regression tests revealed that first line nurse managers' knowledge and practice about talent management were positively influencing first line nurse managers ' job performance during post (r = .62,B=3.99, R² = .39; r = .30, B=3.11, R² = .09 respectively) and follow up training intervention evaluation (r = .97, B=.94, R² = .95, r = .93; B=.93, R² = .87 respectively). Conclusion: This study indicated that talent management training is essential for enhancing first line nurse managers' job performance in their work. When the hospital has proper talent management processes and practices for first line nurse managers, it leads to enhanced organizational outcomes. Recommendations: Healthcare organizations should adopt certain strategies to attain high talent management and job performance among first line nurse managers as providing them with talent management skills and knowledge through establishing training programs and preparing newly hired head nurses with talent management practice training.

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