Resources

219 resources about Workforce ×

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  1. We've designed this programme with NHS England to support NHS communicators across all levels.

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  2. Part of: Flexible working to support work-life balance

    After realising the highest areas of turnover for nurses and midwives was the intensive care units, Royal Free London NHS Foundation Trust began a project to reduce turnover by improving joy at work.

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  3. Part of: Developing a retention strategy

    Our Workforce Race Equality Standard (WRES) team developed these resources to help support local practices in outlining targets for black and ethnic minority (BME) representation in leadership teams and promoting equity, fairness and joy at work to ensure people want to stay in the NHS.

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  4. Part of: Supporting new starters and newly qualified staff , Career planning and development

    Great Ormond Street Hospital utilised evidence that if organisations can retain staff beyond their two years in the job, they are more likely to retain them for more than five years.

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  5. Part of: Flexible working to support work-life balance , Health and wellbeing, rewards and benefits

    The Royal College of Emergency Medicine has produced guidance to help organisations engage and retain their emergency department (ED) workforce in an energised, positive and productive way ahead of winter.

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  6. This scheme helps current and former NHS workers who are having difficulty finding suitable employment in the NHS as a result of raising a concern in the public interest.

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  7. This programme provides evidence-based knowledge and resources to help you improve the health and wellbeing of your people.

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  8. A guide to professional development opportunities and possibilities to support allied health professionals (AHPs) lead at all levels.

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  9. Advice for trusts to ensure that their approach to job planning for allied health professionals (AHPs) is consistent with best practice.

  10. Part of: Staff engagement and communication , Career planning and development , Health and wellbeing, rewards and benefits

    This case study is about how Frimley Health NHS Foundation Trust have been able to reduce vacancy rates and improve retention by actively listening and responding to staff.

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  11. These resources are designed to empower employers to support staff in their 40s and 50s.

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  12. Part of: Supporting new starters and newly qualified staff , Career planning and development , Developing a retention strategy

    This case study shows how Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust developed an approach to 'grow its own' nursing workforce, rather than rely exclusively on recruitment of existing nurses.

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  13. Part of: Supporting new starters and newly qualified staff

    West Suffolk NHS Foundation Trust were competing for healthcare support workers (HCSWs) with larger, better-known hospitals nearby.

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  14. Part of: Staff engagement and communication , Supporting new starters and newly qualified staff

    This case study shows how engaging with staff and the local community helped Northern Lincolnshire and Goole NHS Foundation Trust overcome recruitment challenges and reduce healthcare support worker (HCSW) vacancies.

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  15. Our national programme aims to improve the pre-employment experience of doctors in training by enabling staff to move seamlessly between NHS organisations. It seeks to break down unnecessary bureaucracy, promote standardisation of policies, processes and systems, and reduce burden on HR teams.

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