Across the last two years, the Improvement Service, Edinburgh Napier University Business School and the University of the West of Scotland’s School of Business and Enterprise have been undertaking research to establish the current nature and status of talent management across Scotland’s public services. They have defined talent management as:
“The proactive identification and development of high potential individuals, at all levels of an organisation, to support them to reach their full potential and contribute to current and future outcomes of the organisation or wider public service.”
The research report can be accessed at www.improvementservice.org.uk/documents/research/talent-management-final-report.pdf and they have also published a practitioner report which can be accessed at www.improvementservice.org.uk/documents/research/talent-management-practitioner-report.pdf.
The research report identifies a number of implications for practice and proposes some recommendations as to how these could be addressed. The event in June will provide an opportunity for delegates to discuss these implications and recommendations and to hear how the New Zealand State Services Commission has put a programme in place that is significantly changing how the state sector identifies, develops and utilises leaders and talented people from the start of their careers to their most senior levels.
10:00 Tea, coffee and networking
10:30 Welcome and Context (Improvement Service)
10:40 Overview of the research on talent management in Scotland’s public services
(Dr Kirsteen Grant, Edinburgh Napier University and Dr Bobby Mackie, University of the West of Scotland)
11:00 Learning from the New Zealand State Services Commission’s approach
(Angus Bain, Industrial and Organisational Psychologist at Leadership Development Centre, New Zealand)
11:20 Q & A with Angus Bain
11.30 Workshop 1: Debunking the myths and barriers around talent management – agreeing a common definition
12:00 Tea and coffee and networking
12:15 Workshop 2: Developing our approach to talent management in Scotland’s public services – implications and solutions
13:15 Feedback and Next Steps