logo

Training and Development in HR Department

   

Added on  2021-02-18

9 Pages2526 Words27 Views
 | 
 | 
 | 
INDIVIDUAL RESEARCHPORTFOLIO
Training and Development in HR Department_1

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1MAIN BODY ..................................................................................................................................1Area 1: Leadership and Management.........................................................................................1Area 2: Training and Development.............................................................................................3Area 3: Talent Management........................................................................................................4CONCLUSION................................................................................................................................6REFERENCES................................................................................................................................7
Training and Development in HR Department_2

INTRODUCTIONPeople Management is one of the important criteria which determines the success rate offunctionalities and operations of an organization (The Art of Managing People Effectively,2016).In regard to this, currently National Health Services (NHS) is struggling with several causes thathas impacted its work environment and led to adverse influence on the overall working practices.This assignment will shed light on three areas that act as the pillars of this organization. This willhighlight about the theoretical models and their applications with respect to NHS. Along withthis, it will include about the roles of management and HR department with NHS's internal andexternal influences and few recommendations to understand it.MAIN BODY Area 1: Leadership and ManagementApplication of theoretical models to the current NHS scenarioThere are many models that can be applied to the current NHS scenario. Here, it isnecessary to understand that this organisation is undertaking a shift from traditional totransformational leadership on the basis of collaboration and engagement. The communication gaps must be filled with application of Participative Theory whichwill shed light on theParticipative Leadership Style. This lays emphasis on democratic approachto make decisions through encouragement and team working spirit by taking inputs from allmembers (Amanchukwu, Stanley and Ololube, 2015). Along this, it focuses on developing theskills of staff to meet the expectations of patients by improving commitment and collaboration. NHS must highlight Transactional Theory includingTransactional Leadership Style withparticipative to adopt compliance among team members with efficiency (What is TransactionalLeadership? How Structure Leads to Results, 2018). For NHS, this model would pave the path tomaintain the safety and quality of their services by enhancing their supervision and use ofrewards-system, punishments, pay-cuts etc.Role of NHS Management with HR functionThe major role of NHS Management is to bring a more collaborative leadership style, byincorporating few physical changes in their HR functional unit. Their role is to provide serviceswith the prime aim to maintain sustainability in the longer run as UK's major population consists1
Training and Development in HR Department_3

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
Leadership and Management : Doc
|15
|3441
|482

People Management Assignment Sample PDF
|10
|2745
|247

Introduction to People Management
|10
|2642
|94

Leadership & Management in NHS
|11
|2655
|308

Management Style - Assignment
|6
|1156
|413

Leadership and Management Models - Doc
|10
|2324
|457