Human resources for health talent management contribution: A case for health systems strengthening in the public health sector

Talent Management is an essential component in transforming health systems if carefully implemented for the public sector especially low income countries. In Zimbabwe sector, talent retention and engagement are viewed as amongst challenges affecting realisation of effective performance productivity from existing Health workforce. Largely, modern care lack robust strategies to identify utilize employee help attain organisational citizenship. The study reviewed relevancy effectiveness management practices using a case Parirenyatwa Group Hospitals, one major referral hospitals Zimbabwe. aimed at closing pipe-line gaps part Systems Strengthening initiative towards bringing about workforce settings. assessed impact initiatives focusing on variables; recruitment attraction perspective, compensation rewarding component, succession system. obtained cross sectional data collected through designed tool following purposive (non-probability) sampling technique sample n=200 team assess perception approaches. further used responses n=450 randomly selected professionals recruited last 3 years prior survey analyse association between variables namely (recruitment selection, rewarding, system) age engagement. cadres was Hospital Human Resources Recruitment Database. research revealed that currently suffers theoretical problems since literature concentrates anecdotal information. human resource practitioners need come up with more involving workplace activities demystify theory millennials generally finding it difficult engage. addition, planning would be place well time adequately replace considerable number those retiring stages. Logistic regression analysis positively influence while adherence implementing system negatively affected Compensation set proved insignificant variable hence concluded wider target group. increases, become engaged self-motivated develop their personal talent, thus suggests such ‘Baby Boomers’ group do not much push prepared perfect work benefit role must equally elevated within order achieve ultimate recommended incorporate its resources policy, strategy managing utilisation different generations improving systems, put forward strengthening agenda build highly teams. implemented, likely retain rare skills specialised functions. Furthermore, organisations synchronise strategic plan strategy. There continuous capacity building departments firstly own policies so ensure