Health Service Change MANAGEMENT

Running head: HEALTH SERVICE
Health Service
Name of the Student
Name of the University
Author Note

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Introduction:
The management of the employees in the modern day business settings is observed to
be notably important in the growth and sustainability of the companies. The competitiveness
in the modern business industry is increasing in significant manner and that is creating such a
state where the survival of the business organizations is becoming difficult. Under this sort of
situation, the maintenance of quality from the part of the organizations was treated to be a
strategy for the survival of the companies. In addition to this, the maintenance of the quality
is notably dependent on the skilled workforce and in order to achieve a skilled workforce, the
organizations are liable to recruit and train the employees efficiently. Apart from this, the
management of the talents is observed to be of great significance in the modern business
context to provide the uninterrupted quality services. In the healthcare industry, the impact of
the competition is visible. However it is less compared to other industries. The problem in the
mentioned industry is the unavailability of sufficient number of employees to manage the
demands (Bercaw 2016). As the healthcare industry is subjected to an increasing demand due
to the increased number of patients, the ratio of the number of employees to the patient is
notably ineffective. As the work pressure is increasing and the mentioned ratio is not showing
any sort of sign of improvement, the management of the health care organizations are
subjected to look for strategies to improve the situation for the employees inside the
organization (Mah’d Alloubani, Almatari and Almukhtar 2014).
The paper is focused in assessing one such case of the National Health Service of
United Kingdom, which over the 70 years span of it, has expanded significantly. The paper
elaborates the case in three different aspects which are the leadership and management, the
talent management and the training and development. The paper discusses the top priorities
of the National Health Service management which needs to be covered by the HR

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functionality and at the same time, the paper provides recommendations for the betterment of
the management practices.
Identification of the issues:
From the case, it is pretty visible that the health care sector of the United Kingdom is
notably affected due the shortage of the employees. The major reasons expressed in the case
as the reason for the unavailability are in the form of the maternity leave or the short term
illness of the employees. Along with this, a major reason was expressed in the form of the
inefficiencies of the recruiters in recruiting the employees. Apart from this, the ineffective
wage structure, the increasing work pressure in the health care organizations, the fluctuations
in the target were observed to be crucial in the influencing the employees to leave the health
care organization (Delmatoff and Lazarus 2014). The list also included the intense
environment that was created in the organizations along with the decreasing team bonding
among the employees of the organizations. These were the possible causes for the generation
of the stresses and the job dissatisfaction among the employees of the organization. Along
with this, another factor that played a notable role in the generation of the frustration among
the employees of the organizations was the increased usage of the agency staffs. There was
significant discrepancy in the wages and responsibilities between the permanent staffs and the
agency staffs. As the permanents staffs were bound to implement the tasks which the agency
staffs were observed to refuse even after receiving a lower wage compared to the agency
staffs, the frustration of the permanent staffs was noticeable.
Measures taken by NHS:
With the assessment of the above mentioned fact, the NHS was observed to train
more people with a precise focus to reduce the dependence agency staffs and the detrimental
impact of them on the workforce. Along with this, the plan was notably efficient for National

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Health Service for implementing improved quality band standards of the patient care and
reducing the excess cost associated with the agency employees. According to the HEE
forecasts, the number of the registered nurses will increase by 6000 nurses by the year 2020 if
the National Health Service be able to successfully implement the training, the fast track
programme for the nurses, the support of the new Advanced Clinical Practice nurse roles, e-
rostering and the effective job planning (Hee.nhs.uk. 2019). The focus of NHS was on the
leadership and the management of the employees, the training and the development of the
employees along with the retention of the employees who are able to provide the quality
services and that was notably in alignment with the try of achieving the much required
number of registered nurses and the stable position in the industry to meet the demand.
Leadership:
In the health care industry of United Kingdom, the concern was pretty evident with
the style of leadership and a number of people are observed to talk about the need of a more
involved leadership in the health care sector for the improvement. The latest King’s Fund
report made it pretty evident that the existing style of leadership needed a genuine shift from
the traditional heroic leadership to a more collaborative approach of leadership. Apart from
the mentioned report, the national leadership bodies are also observed to consider for taking
action for developing the employees and increasing the quality of the health care. The main
focus of these governing bodies is on the improvement of the leadership and the capabilities
to manage the operations of the systems, improve the skills and the competencies of the
employees of the health care industry (McDonald 2014). The steps that the NHS is observed
to take in order to improve the style of leadership are majorly the production of the support
for the development of the leadership systems and the development of the local leadership
academies for the improved training of leadership. Along with this, the objectives of NHS for
the improvement of the leadership included the launching of the system-wide programme for