Individual Research Portfolio

This individual research portfolio explores the skills, knowledge, and behaviors required for an effective people manager in the National Health Service (NHS) in the UK. It also evaluates HR processes for performance management and addresses contemporary issues faced by line managers in managing people.

Individual Research
Portfolio

Table of Contents
Individual Research Portfolio......................................................................................................................1
INTRODUCTION.......................................................................................................................................3
LO 1 Demonstration of skills, knowledge and behaviors for an effective people manager -.......................3

INTRODUCTION
A individual research portfolio is document which is intended for recording research
achievements and outputs by manager for interpretation and self-assessment. For the academic
staff the current PBRF Evidence Portfolio must be provided on the basis of portfolio.
National Health Service is established in United Kingdom. It is affiliated by Health and
social care (HSC) in Northern Ireland. Along with UK it also includes NHS England, NHS
Wales and NHSA Scotland. These all are established together in the year 1948 as major reform
for social followed by Second World War The above report includes the demonstration of skills,
knowledge and behaviors of an effective manager. Report further carried forward with the
evaluation of HR processes which is helpful in measuring the performance management of
individual at workplace. The report ends with the contemporary issues which are faced by line
managers in relation to management of the people.
MAIN BODY
LO 1 Demonstration of skills, knowledge and behaviors for an effective people manager -
Knowledge
The NHS manager should have the in-depth knowledge of various strategies of the
national health as well as should be aware of the different needs of the consumers. Besides this,
the person should have the specific knowledge of various medical terms that relates to various
diseases and health problems. Not only does the person should have thorough knowledge of
medical terms, but should be aware of the various health management policies and procedures
and must have the well defied knowledge of various interventions. Apart form this, the
concerned person should be aware the health analysis and strategies and thus should have the
suitable working experience or the apprenticeship in the clinical role(Bratton and Gold, 2017).
Along with this, the concerned person should be have the in-depth knowledge of the health
management and thus should be able to apply the expertise in various other fields.
Skills
The most basic skill which should be present within NHS manager is that the individual
should be resourcefulness. The manger should be able to make the best use of the available

resources and trust find the solution in this fast changing environment. This forms the most
important skill and the manager should be have the potential to use their common sense for
solving complex problem(Taylor and Woodhams, 2016).
Another skill which is significant for becoming the NHS manager is that the person
should be consistent in literacy as well as numeracy. Due to the changing roles in NHS, most of
the work involves handing the sensitive data of the patients thus the manager should be accurate
and confident in maintaining the proper database of patients without any misspelling(Pullan and
Murray-Webster, 2017.).
One more important skill is that of IT where the manager should have the appropriate
skills of understanding the relevant software. The person should be able to deal with various
complex software and thus deal with the patients effectively (Mendy and Rahman, 2019).
Behavior
The most important behavior which the NHS manager should exhibit is the high level of
commitment towards their service. They should put the patient’s needs at center of the decision
making and thus should diagnose the poor performance for providing appropriate support.
Another most important behavior which is essential for becoming the successful manager
of NHS is the honesty as well as integrity. The manager should be truthful along with honest for
dealing with the patients. Besides this, the person should be able to take the open approach for
various issues. Apart from this, the managers should respect the confidentiality of the data and
information of their patients and customers(James, 2017).
One more important behavior which the manager of NHS should exhibit is involving
others in the decision making. The manager should promote the sense of cooperation as well as
inter-dependency within the organization. Along with this, the person should develop the shared
vision and thus should be flexible in their approach. Apart from this, the manager should be able
to encourage their peers as well as other staff for participating in the decision making and
providing their innovative ideas to establish the good position of organization(Alziari, 2017).

LO 2 Evaluation of HR processes which is helpful in the performance management of
individual at workplace –
 Define and communicate company goals and performance objectives:
Company must define the targets for the individuals as well as for team which
needs to be traced as the work must be managed and recorded(Ghoseiri and et.al., 2018).
There must be a well defined terms and conditions which needs to be developed to
facilitate the workers to evaluate the key performance of the workers. Which can help
HR of the firm which can used in providing a strategic management of the firm as the
objectives are well defined by the HR of the firm which can increase the performance of
the workers by evaluating the key performance of the workers.
 Utilize performance management:
Performance of the workers is tracked with the key performance management of
the workers. Various motivations are carried out by the HR, which can help in the
motivation of the worker. Recruiting can be done in order to facilitate the best talent
which can be beneficial for the firm in the strategic development of the firm. Hr must
focus on management strategies which can be developed to the strategic approach for the
betterment of the organization. HR strategies are built to meet the company objective to
meet the objectives made up by the organization(McKenna and et.al., 2015).
 Offer performance feedback:
Performance of the workers are traced by the HR, development of the employees
are carried out by the various training and development processes which needs to be
addressed and aims for the development of the skills of the employees. A feedback must
be provided to the employees which can help them to improve the performance of the
workers and the good performers must be rewarded with compensatory cash rewards or
payment rewards(Davenport, 2015).
 Use peer reviews:
Workers must take a feedbacks form the peer workers which can help in the
growth and development of the firm. Peer can improve each other’s performance which

can help in attaining the objectives of the firm as well as for the growth of the
individuals. Which can help in the better performance of the firm. Reviews helps in the
development of the workers as the peer can be helpful in the development and growth of
the individuals. Development is done in creating help assistance of each other. Peers can
help in the development of the individuals and providing the leadership to the workers
who are capable of motivating others(Singh, 2018).
 Preemptive management and recognition:
Management is done by the leaders and managers which can be done in order to
provide the work management techniques which can be done in order to achieve the
work oriented goals. Work is divided into groups and tasks are carried out in groups
which can be done for the development of the workers. Various trainings are provided to
achieve the task better which can help the workers in the development of the work
objectives. Training is carried out to develop the skills in the workers and develop as an
asset to the firm(Johnson and et.al., 2018).
LO 3 Demonstration of contemporary issues which are faced by line manager in relation to
management of people -
Training and development –
There are many issues which are faced by line manager of NHS in providing training and
development program to their employees. As there can be any case occur at any time and they
can’t be able to train the employees for handling each and every critical case. The proper training
and development to the employees is helpful in the performance management of people. NHS
provides special care training and development program but couldn’t concentrate on the social
care and services which are to be rendered to the patient(Duckert, Schnor and Rasmussen, 2019).
Hiring and recruitment strategies –
The main issue face by NHS health care services in recruitment and strategy is they
cannot provide the better packages to the top talents personals. So the better individual does not
like to engage in their jobs. NHS health care services are a social service provider they have
small amount to contribute in there staffing and hiring of better quality of employee. Searching
and keeping advance talent is difficult in small business as they do not have resources and

compensatory packages for their employees. They need to find the human resources to look for
internal and external talents for the low budget job fairs. Internal motivational and promotional
activity should be conducted so the relations of the employees became stronger to bring out the
hidden talents and the extra efforts of the particular employees. Performance management
program should be conducted for the existing employee and team to make sure for the job
descriptions which are communicated and agreed with them. Standards and expectations for
recruitment provide good impact in managing the performance of the employees.
Diverse culture –
NHS always battles with diversity issue as they faces difference in race, gender , age,
language , region, cultural , political, sexual orientation, way of communication within the
employees. Due to diverse culture there may be many conflict under employees, teamwork is
very difficult under such environment. Management provides extensive techniques to combat
with the situations of employees. There is always a communication variation under organization.
Gender inequality is also a major issue, 40% of people believes that both men and women will
hire men over women. There are many people who hold prejudice for the people from different
cultures or from a different region. NHS always uses to look for such prejudice and
discrimination on the workplace. Proper regulations are not made for the prevention of
employees from demonstrating prejudice. This is very sensitive case, management should always
look over it proper awareness and the training programs should be conducted.
Recommendation
It is recommended that for retaining the top talent for the NHS the manger should
appreciate their employees for job well done through rewards and incentives. For overcoming the
diverse culture issue the NHS need to motivate their employees for team work and cultural
activities to be conducted in the organization which influence the patients as well as employees
thus each and every employee learn from that. Effective training and development program can
also be developed by the organization so that they can let the employees to develop more skills
and knowledge about the task and involved more in the group activity which can further
influence the performance management of the employees. It is very important for NHS to solve
this contemporary issues and recruit top talent for the organization which can further useful in

the growth of the income and thus social service can effectively rendered by the organization to
the needy people.

CONCLUSION
From the above study it is concluded that leadership and management plays a major role
in the performance management of the people. Effective leader and manager can retain and
recruit the top talent for the NHS. The appropriate recruitment and hiring is necessary for a
company to be done as top talent is fruitful for the growth of company. Along with this all
performance management is more to be consider for the retaining of employees and rewarding
the employees for their good performance this is helpful I boosting up employees and
motivating them for keeping the good work ahead. Through better management and leadership
skill this can be done effectively which can be helpful in the growth of organization. As the good
work by employees and services rendered by organization are effective and satisfying the needs
of the patients this directly impacts growth and revenue of organization.

REFRENCES
Books and Journals
Duckert, L.R., Schnor, T. and Rasmussen, N.B., 2019. 1ISG-027 Introduction of self-
management in a hospital pharmacy.
Davenport, T.H., 2015. Process management for knowledge work. In Handbook on Business
Process Management 1 (pp. 17-35). Springer, Berlin, Heidelberg.
Ghoseiri, K and et.al., 2018. Assistive technologies for pain management in people with amp
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
James, P., 2017. Total quality environmental management and human resource management. In
Greening People (pp. 35-48). Routledge.
Singh, S.K., 2018. Sustainable people, process and organization management in emerging
markets. Benchmarking: An International Journal. 25(3). pp.774-776.
Mendy, J. and Rahman, M., 2019. Application of HRM's Universal Model: an examination of
people vs institutions as barriers of internationalization for SMEs in a small developing
country. Thunderbird International Business Review. 61(2). pp.363-374.
Taylor, S. and Woodhams, C. eds., 2016. Human resource management: People and
organisations. Kogan Page Publishers.
Pullan, P. and Murray-Webster, R., 2017. A Short Guide to Facilitating Risk Management:
Engaging People to Identify, Own and Manage Risk. Routledge.
Johnson, S and et.al., 2018. Peer-supported self-management for people discharged from a
mental health crisis team: a randomised controlled trial. The Lancet. 392(10145).pp.409-
418.
McKenna, S and et.al., 2015. Bridges self-management program for people with stroke in the
community: a feasibility randomized controlled trial. International Journal of Stroke.
10(5). pp.697-704.
Alziari, L., 2017. A chief HR officer’s perspective on talent management. Journal of
Organizational Effectiveness: People and Performance. 4(4).pp.379-383.