NHS Human Resource Strategy Analysis

This assignment requires an in-depth analysis of the National Health Service (NHS) human resource strategy. Students are expected to examine the framework's development, implementation processes, and overall influence on employee behavior, attitudes, and performance. Relevant theories and concepts from human resource management literature, along with empirical evidence, should be incorporated into the analysis.

EMPLOYEE RELATION
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Table of Contents
INTRODUCTION .................................................................................................................3
TASK 1 ESSAY.................................................................................................................... 3
TASK 2................................................................................................................................. 4
2.1 Procedure that BMA and NHS employer should follow when dealing with different
conflict situation................................................................................................................ 4
2.2 Key features of employee relation ...........................................................................5
2.3 Evaluation effectiveness of procedure followed by BMA and NHS employers to solve
conflicts.............................................................................................................................6
TASK 3 ................................................................................................................................ 6
3.1 Role of negotiation in collective bargaining in conflict.................................................6
3.2 The impact of negotiation strategy for BMA and NHS employer ...............................7
CONCLUSION .................................................................................................................... 8
REFERENCES .................................................................................................................9
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INTRODUCTION
Relationship within employees is the process of engaging and encouraging the staff
members of organization who have significant contribution in the planning and
implementation of strategy. For organization, it is important to have positive and strong
relation with the employees that could assists in making the changes within firm's process
and culture as per the requirements. The report will discuss about the framework and their
benefits as well disadvantages for organizations. In addition to this essay will assess the
impact of the trade union changes on the employee relation as well role of main player in
the process of employee relations. In the next task report will analyse the process that
followed by NHS in different conflicts situation as well evaluate the effectiveness
procedure followed in conflicts situation. Furthermore, report will evaluate the negotiation
role within collective bargaining in NHS and also identify the impact of negotiation within
firm to meet the objectives of firm.
TASK 1 ESSAY
Unitary and pluralistic framework
There are different types of approach and framework has been used for
understanding and managing the behaviour of individual and groups that helps to maintain
the relations by considering their perception and values.
Unitary framework
According to analysis, unitary framework refers to the approach of evaluating the ongoing
process, attitude, assumption and practices related to management as well as
organizational members. For an organization the stakeholders plays critical role in the
planning and implementation of strategy as well utilization of resources to meet the
business and personal objectives. For developing the uniform approach and process to
meet the objectives and maintain the standard process, organization can use this kind of
framework which will support to development of mission statement and measure the
success thorough actual achievement of set. The top management of organization could
use this kind of framework to motivate and develop the interest in the work that will help to
improve the performance as well optimum utilization of resources. For managing the
resources and planning of the activities would be consider in the unitary that support the
development and proper management of operational services. Moreover, by using this
type of framework, organization considers the employees as their partners that influence
the morale of staff members (Blanch flower and Bryson, 2010). According to this
approach the top management of organization offers rewards and other non-financial
benefits that influence the interest and performance of staff. Furthermore, business
evaluates that it is essential for them to undertake effective resources in regard to practice
and formulating legal and policy framework. Also, involving different trade union within
business helps in controlling and benefiting the firm in regard to manage the issues and
thus attain desired results.
Pluralistic framework
On the other hand, Pluralistic framework refers to organizational process that
involves the power and authority of managing the senior and sub group members.
According to this approach, organization is having the good knowledge of objectives and
needs of the staff members. Moreover, the top management plays important role in the
management services as it make the decision for controlling and coordinating with the
employees to develop the plan and consider the input of the union (Dow, 2012). The union
also plays critical role in the proper consideration of legal framework, management of
employee’s disputes and develops the alternative plan for employee’s welfare. Moreover,
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this kind of framework involves the evolution of positive changes and follow-up of union
restriction that has significant impact of the human resources development process. In
addition to this, pluralistic frame of references are supposed to control, monitor and
develop the operation management of firm or affect the business strength.
Impact of trade union changes on employee relation
In the current scenario, organizations are bound to follow the legal process for
recruitment, offering the wages and safety of the staff that helps to maintain the relation
with the employees. In order to monitor and analyse the approach of top management
over these issues, trade union plays critical role. For employee welfare, trade union offer
the information about the rights of the staff members within organization that helps the
staff members to gain the necessary benefits that are for all. In addition to this, trade union
perform tasks like modification, analysis of expectation and behaviour of staff and top
management consider the external and internal factors that have significant impact on the
relationship. It develops and provides the training to employees as per the new standard
and supports them to get familiar with the situation (Hayter, 2011). By considering the
facts it can be consider that trade union has significant impact on the changes of employee
behaviour and developing the new opportunities for getting the right place and facilities to
deal with the situation. apart from that trade union is also involve in the situations like
strike, lockout and protect against the management that influence the behaviour of other
employees and lead to implement the changes in the organizational process of
maintaining the relations. For that purpose, it is essential for organization to involve the
tread union in the decision marking and implementation of changes in employs activities.
Role of main players
There are various players involved in employee relations such as employees,
government, employer, trade union, courts or tribunals and employer's association. For
managing the relation and planning of the activities there are various main players that
have significant impact on the business activities of organizations as well management of
relation between employer and employees. The HR department of organization plays the
critical role in the employee relation planning and improvement as it develop the plan and
process for considering the needs of the staff to deal with the situation and offer them
required support to perform the tasks. According to analysis the main task of HR manager
is to allocate the role and responsibility, resources and provide the clear guideline for
performing the tasks (Jeffery, 2015). Moreover, manager monitored the performance and
needs of the staff members as well built the positive and healthy working environment that
influence the performance.
The other main player in this approach is trade union that performs tasks like
modification, analysis of expectation and behaviour of staff and top management consider
the external and internal factors that have significant impact on the relationship. It
develops and provides the training to employees as per the new standard and supports
them to get familiar with the situation. Apart from that state government also has active
participation in the process of managing the relation and monitors the approach of
organization towards the staff members (Dür and Mateo, 2010). The government analyse
trends and legal practices of organization that helps to maintain the positive relation with
the employee by offering the satisfactory wages and environment for working. Further, law
has been developed by government in regard to protect the labor and stakeholders within
business and does not affect their rights.
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TASK 2
2.1 Procedure that BMA and NHS employer should follow when dealing with different
conflict situation
Conflicts can have positive or negative effects in organization. In serious situation if
conflicts are found between NHS employer and BMA, then their management or human
resource management should take it into consideration in their decision making.
Employees of an organization generally get angry with their management, depending on
the cause of conflict. Conflict in NHS employer and BMA can arise due to small problems
like extra work, low salary etc. Here, are some procedures will help BMA and NHS
employer to solve conflicts between them:
 Convenient working condition- Management of BMA and NHS employer
should try to keep healthy working conditions in organization. HRD management
should try to mix faith between employees so that, their cannot be any origin of
conflicts between their employees (Markos and Sridevi, 2010). If basic
requirement of each and every employees are fulfilled by their organization then
healthy and happy working conditions can be maintained in organization. A due
weight age of needs should be given to every employees of organization. If a
healthy condition is maintained inside an organization then there are more
chances that organization can sustain in market and can urn reasonable amount
of profit in their market. In respect to this, the organisation need to provide
effective working conditions to their employee. It will assist to maintain their
sustainability at workplace easily.
 Handling reasonable conflicts- Management of BMA and NHS employer
should consider each conflict situation very seriously. Conflicts should be solved
with proper solutions. It is important to solve the conflicts between employees so
that the bridge which is created between both the organizations can be reduced.
Management should keep an eye on each and every activity of their workers so
that they can know what problems workers are facing in their organization.
Management of BMA and NHS employer should solve the conflicts of their
employees at origin only so that conflict cannot expand more and cause
hindrance in work of their respective employees (Patton and Balakrishnan, 2010).
In addition to this, the cited firm has responsibilities to handle conflicts situations
of the company to attain effective results. In this aspect, the firm need to provide
same pay to same level employee. Hence, they can easily attain profitability.
 Solving conflicts- It is very important for organization to solve the conflicts of
their employees at initial stage. Solving a conflict is one of the biggest burdens for
an organization. Management should hear both the question and problems of
BMA and NHS employer rather than blaming individual. It is important to
understand the reason which caused conflict between employees. Management
should try to build understanding between the employees and give opportunities
to them for solving their problems. Management should provide best solutions to
employees so that they can solve their problem (Turker, 2009). Each member
should give to take participation so that the company can easily solve conflicts
among different people.
2.2 Key features of employee relation
Management of BMA and NHS employer must try to build communication skills in
their employees; so that in future if any conflict arises between the employees of both the
organization, then it can be solved orally. An honest and clear communication skill vanish
the gap between the employees. In modern and developing world it is observed that
relationships between employees are get complex, it depends upon organization that who
they maintain healthy relation between their employees. BMA and NHS employer
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management must try to define and state the problems of their employees, each and every
employee must be met separately and opportunity of being heard must be given to that
employee. Here are some key features which define employee relation:
 Ideological framework- It defines a body of idea which reflects the belief and interest
of group, ideas, behaviour, and metal framework of an employee. Conflicts
generally arise because of ideological framework of employees. Every employee
has likings and disliking, it depends upon management of both the organization to
respect the ideology of their workers so that their, cannot be origin of a conflict.
Meditation is a process through which disputes can be solved easily. Different
people possess distinctive ideas so that it is responsibilities of company to take right
opinion of the member to attain profitability at workplace. It will encourage to all
employee to share their ideas and opinion towards the company.
 Conflicts and cooperation- It is one of the biggest reasons which affect the relation
between employees. The reason behind the cause of conflicts is dissatisfaction,
disagreement and dispute between the employees and organization. A dispute can
be solved with the help of proper meditation, negotiation between employees
(Mowday.et.al. 2013). Each employee of BMA and NHS employer has their own
views, and when these views differ from each other it gives origin to conflicts.
Conflicts between employees arise at regular intervals of time, so it becomes
important for management of both the organization to monitor each and every
activity of their employees. Some conflicts can becomes such huge that it can even
effect the functioning of organization. Coordination among employees help in
achieving high standard and quality of work as talent of employees are used in
performing different operation of organization. Corporation helps in achieving
organization goals and it is because of coordination that strong working relations
are built between employees. With help of corporation organizations like BMA and
NHS employer can achieve organizational goals and can promote opportunities
within employees. Corporation reduces the risk of conflicts and disputes with
employees and organizations.
2.3 Evaluation effectiveness of procedure followed by BMA and NHS employers to solve
conflicts
For attaining employee relationship strength management of BMA and NHS
employer must resolve their conflicts. It is important for management of BMA and NHS
employer to understand the conflict between their employees and then effective steps
should be taken to remove the conflict. Management should admit the problem of their
individual employees.
 Recognize the problem- Steps taken by management have helped the employees
in finding the problems of each other. Blaming statement has reduced between
employees. Employees of BMA and NHS employees are understanding problems
of each others. Trade union has helped management to find the solution of
disputes between employees and also helped organization in finding disputes
solution (Moore, 2014). In respect to recognise the problem, the enterprises need
to listen carefully to all employee to attain effective results and solve conflict
situation of the company.
 Healthy working conditions- Effective steps which were taken by management to
overcome the dispute between employees has promoted healthy working
environment in organization. It has helped the organization in retaining their staff.
Due to this productivity and profits of BMA and NHS employer has increased
rapidly. Good working condition leads to higher productivity. It has caused positive
effect on both internal and external environment of organization. Further, healthy
working conditions assist to gain positive results through maintain productivity and
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profits within the business. As results, employee are working with loyalty towards
the firm and their operations.
 Focus to work on solution- Employees of BMA and NHS employer are now
focusing on the solution of disputes. They are not involving in blaming statements
with each other, which are very important for both the organization. Managers are
easily recognizing the problems of their employees and finding solutions to solve
problems. For example if there is communication gap between employees of both
the organization that result to conflict and misunderstanding between them in
organization. After evaluating whole scenario manager has set up a new
communication channel between the employees of the organization. Manager has
set up a new program which has helped the employees to develop new
communication skill among them. This has given a positive effect on
communication between the employees (Kehoe.et.al.2013). Due to this all the
misunderstanding which was causing negative effect in organization has
diminished. With the help of focusing on different solutions, employee need to
maintain their sustainability with developing outcomes for ascertain business
results.
 Positive response on conflicts- The employees of BMA and NHS employer has
now understood to take each and every conflict between them positively. By giving
positive response on conflicts employees has understand each and every aspects
of organization. Taking a conflict positive has cause huge amount of opportunities
in organization and has helped the employees to get develop personally. If staff
members of organization gives positive response on a conflict this leaves a
positive impact on other staff people too have the organization in achieve goodwill
in their market. When the business management respond positively towards the
conflicts, it will assist to generate loyalty towards the business member and
outsiders.
TASK 3
3.1 Role of negotiation in collective bargaining in conflict
Negotiation is controlled by human resource management and top level
management of BMA and NHS employer to achieve economic solution to the workplace in
organization. It is because of employees all the business ideas and objectives of business
are converted in practical form. Employees are one of the most important resources of an
organization. For smooth functioning and better performance in market, it is important for
management to have bonding between their employees. The different policies and
programs which organization sets to achieve its goals may affect the relationship with the
employees. Collective bargaining is important for organizations like BMA and NHS
employer to build an agreement for their working and salary system. To achieve this,
organization should start to work with their employees to achieve their right and profit
through their union in the organization. This will help to increase bonding between
employees and organization. Collective bargaining is an agreement that help the
employees of both the organization to protect their right in legal form (Glassner and
Keune, 2010).
Social, technical, economical are the facilities which an employee uses with the
help of collective bargaining. It protects the overall rights of an employees working in
organization of BMA and NHS employer. Management of organization should prepare
such an agreement which protects the rights of their as well as of organization. Negotiation
helps the organizations to reduce the conflicts between BMA and NHS employer. It
promotes the trust between employees and increases the productivity of work place.
Organization uses negotiation in collective bargaining so that they can retain their
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employees in this competitive world. Employee uses negotiation in bargaining achieves
long term goals and benefit. This means it is useful for both organization and its
employees for long run. A higher decision making power can be achieved by management
through negotiation. It can be assessed that collective bargaining considered that it
possess full control over the policies and framework so that resources could be utilized
effectively and efficiently. The authorized groups that are of employees help the
organization of BMA and NHS employer to take important decision in organization
regarding market competition. It also helps employees my make decisions in their favour.
With the help of collective bargaining management of BMA and NHS employer can
know the position of their organization and can make different policies and program to
achieve organizational goals (Kelly.et.al. 2011). Negotiation helps worker of organization
to stand for their rights and empower the benefits of their work. With the help of policies
and rules, the cited firm can ascertain effective results towards employee. Hence,
employee are effectively working to develop positive results. In addition to this, workers
are also protect from exploitation to maintain cooperation and ascertain business results.
3.2 The impact of negotiation strategy for BMA and NHS employer
If there is default in business strategies and practices then it may decrease the
performance and quality of work in organization. Dispute between the employees of BMA
and NHS employer can have negative effect on business meeting, business policies and
on market position of organization. There can be problems of recruitment and cessation of
work. BMA and NHS employer must find those strategies that can help them to achieve
their business goals. For running business smoothly and effectively organization must
negotiate collective bargain. The conditions which are point of discussion for negotiation
must be identified by the management of BMA and NHS employer. There are lots of
advantages as well as disadvantages of negotiation for organization and its employees.
Economical strategies must be included in negotiation of business. This will provide help to
business in expansion and negotiation strategies helps in sustaining of organization in this
competitive and fast growing world (Bamberger.et.al. 2014).
Let’s take an example, for negotiation of equipments and improvement in
organisation, it must be according to overall services which are offered by organization
and revenue of production unit. Negotiation brings a huge amount of benefits for an
organization. Through negotiation BMA and NHS employer, a vast amount of profit can be
collected even after low favourable condition. Negotiation helps the business to increase
its productivity and quality of its work and helps in decreasing staff turnover. Negotiation
practices changes time to time, depending upon situation and condition in business.
Negotiation theories are flexible in nature. These theories can be melded according to the
situation by the management. The strategies which are pending for BMA and NHS
employers can be delayed for uncertain period of time. Through negotiation strategies
management of both the organization can achieve trust of their employees and can bring
market value in organization. This helps in reducing the disputes and tension within
employees. Negotiation strategies have both positive as well negative effects in
organization. It depends upon organization to organization that how they can use the
theories of negotiation to its great effect. With the help of negotiation organization achieve
its social and personal objectives.
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TASK 4
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The foremost benefit of employee involvement include that it support in gaining new ideas
and thoughts that support the management in taking effective decision that further benefit
in enhancing the performance of the organization.
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With the effective HRM practices within the organization employees and staff are benefited
through engaging in the training and development activities. With the effective practices it
might also results in enhancing the pay or reward of the employees as management would
effective devise the compensation package for their staff.
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CONCLUSION
From the above study it can be considered that managing employee relation is
major task for management that helps to improve the process and planning of the
functions. Report provided the detail information about the different framework that used
for managing the approach to deal with the staff members and involve them into
organizational process that has positive impact on the planning. Moreover, report has
explained process of dealing with the conflicts situation and assesses the impact of
negotiation strategy of NHS.
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REFERENCES
Books and journals
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy:
Formulation, implementation, and impact. Routledge.
Blanchflower, D.G. and Bryson, A., 2010. The wage impact of trade unions in the UK
public and private sectors. Economica, 77(305), pp.92-109.
Dow, S.C., 2012. Methodological pluralism and pluralism of method. InFoundations for
New Economic Thinking (pp. 129-139). Palgrave Macmillan UK.
Dür, A. and Mateo, G., 2010. Choosing a bargaining strategy in EU negotiations: power,
preferences, and culture. Journal of European Public Policy, 17(5), pp.680-693.
Glassner, V. and Keune, M., 2010. Negotiating the crisis? Collective bargaining in Europe
during the economic downturn.
Hayter, S. ed., 2011. The role of collective bargaining in the global economy: Negotiating
for social justice. Edward Elgar Publishing.
Jeffery, C. ed., 2015. The regional dimension of the European Union: towards a third level
in Europe?. Routledge.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management, 39(2),
pp.366-391.
Kelly, E.L., Moen, P. and Tranby, E., 2011. Changing workplaces to reduce work-family
conflict schedule control in a white-collar organization. American Sociological
Review, 76(2), pp.265-290.
Markos, S. and Sridevi, M.S., 2010. Employee engagement: The key to improving
performance. International Journal of Business and Management,5(12), p.89.
Moore, C.W., 2014. The mediation process: Practical strategies for resolving conflict. John
Wiley & Sons.
Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages:
The psychology of commitment, absenteeism, and turnover. Academic press.
Patton, C. and Balakrishnan, P.S., 2010. The impact of expectation of future negotiation
interaction on bargaining processes and outcomes. Journal of Business
Research, 63(8), pp.809-816.
Turker, D., 2009. How corporate social responsibility influences organizational
commitment. Journal of Business Ethics, 89(2), pp.189-204.
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