Introduction to people management Assignment

Introduction to
people
management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK ..............................................................................................................................................1
Theoretical models within the 3 areas and their applications.....................................................1
Roles and priorities of NHS management and the HR function in supporting management.....3
Different internal and external influences on the 3 areas............................................................4
Recommendations the portfolio highlights.................................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7
.........................................................................................................................................................7

INTRODUCTION
Manage people in business organization is one of the important activity for every
manager to attain set goals and objectives. In this, manager is responsible for focusing on
employees activities and performance at workplace. Mainly, people management is not a easy
task for manager because it requires appropriate training and development to manage workers
activities to improve the chances of attaining success (Wang and Zhang, 2012). This will
contribute in enhancing the overall performance of the employees at workplace. Present report is
based on NHS, is non-departmental public body that oversees the planning, delivery and day to
day operations. The main purpose of this organization is to provide better health services to
clients to improve their health. Apart from this, report also discussed about three areas such as
leadership and management, training and development and talent management which help in
managing people within the organization. Report discussed about knowledge, skills and
behaviours of effective people manager. Along with this, key HR processes that help in
managing performance of the people at workplace is defined. At last contemporary issues are
also mentioned in this project that faced by line manager at the time people management.
TASK
Theoretical models within the 3 areas and their applications
People management is important for every business organization to enhance their
productivity level. With the assistance of this, company can easily attain success and at the same
time also reduce their employee turnover. In context of this, NHS is big organization which
required various talented employees to execute entire activities in appropriate way. As per case
scenario organization face high employee turnover which negatively impact on the overall
performance of the company. Thus, it is important for HR department to focus on employees
activities and performance to enhance their efficiency level at workplace. Apart from this,
currently, NHS address 3 strategic people management areas with the purpose of effectively
manage workforce to reduce the chances of arising any kind of issues (Stark, 2015). It also
contribute in making workers more capable to accept all the task in most effective manner. For
better understand this areas, NHS also use various models related with addressed areas. These
can be understood by following models:
AREA 1: LEADERSHIP AND MANAGEMENT
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Leadership model: It is important for organization to use effective leadership to improve
the efficiency level of the workers at workplace. This will directly contribute in increasing the
overall performance of the company. In context of NHS, leader use democratic leadership
model in which all the workers are includes in decision making process. In this leader of
company maintain collaboration and free flow of ideas to improve the employees performance
(Solove, 2012). As scenario of NHS, leader use democratic leadership model in which they tries
to increase employees involvement by building strong leadership. For improving working
environment of NHS, leader should provide guidance to all the staff member so that they can
easily serve quality services to their client. Along with this leader is also allow workers to show
their creativity and talent at workplace. This will directly contribute in making workforce get
motivated and perform their best which may enhance the productivity level of the company and
its workers as well.
AREA 2: TRAINING AND DEVELOPMENT
Training and development model: To improve workers performance, it is important for
manager to provide better training programs to enhance their productivity level. In NHS, number
of staff members are leave their job because they doesn't get appropriate training and guidance at
workplace which reduce their morale of permanent staff. Behind this, the main reason is
discrepancies between responsibilities and wages as well. For overcoming this issues, NHS use
systematic model training in which manager of company evaluate the workers performance at
workplace and provide them training accordingly (Systematic Model Training, 2017). Under this
model, manager and leader of NHS analyse as well as identify the training needs which help
them in improving their overall performance. After analysing needs, they design and provide
training to employees so that they can easily meet their needs and at the same time also increased
their learning. By this workforce of NHS can easily accomplished all the goals and objectives.
After this, leader develop and effective training programs for workers in which they improve
their failure practices at workplace. With the help of this, NHS can easily retain workforce for
longer period of time. In this context, an improvement Hub is also available for providing as well
as sharing experiences which help in developing better collaboration among all the workers at
workplace.
AREA 3: TALENT MANAGEMENT MODEL
Talent management model:
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NHS is discovering talent from Ward to Board with the aim of attaining its strategic
goals. In this context, the main aim of the company is to attain future success by increasing
workers morale and commitment. For managing talent, manager is also responsible for
developing staff who are not much skilled technically. In this sustainability and transformation
plans and Accountable Care system is also help in encouraging working performance of the
employees at workplace. Apart from this, manager of NHS also use The 5B's talent
management model in order to manage workforce. For attaining success, it is important for
NHS to manage talent at workplace by providing them guidance and training as per their
performance (Major Functions of Human Resource Management, 2017). Apart from this, it also
help in attracting as well as selecting best talent. In this HR manager also needs to ensure that
workers are able to execute activities and retained in organization for longer period of time. In
context of this, NHS employ best and specialists employees to attain the success at workplace.
Mainly, this includes buy, build, borrow, bind and bounce. All these are important for
organization to manage talent within the organization to enhance overall productivity level. In
NHS, approx 52% of staff members are satisfied with their current opportunities for flexible
working. This will directly contribute in making workforce strong and capable as well.
Roles and priorities of NHS management and the HR function in supporting management
HR function is important for business organization to enhance the productivity level of
the workers at workplace. In this, manager is responsible to making workforce more productive
or capable as well. Mainly, human resource management is related with the enhancing the
overall performance of the workers at workplace by developing their skills, motivating them
towards the allotted task and activities as well. In context of NHS, there are some important HR
function in supporting management which help in overcoming from all the issues that arise at
NHS workplace: Maintaining good working conditions: It is important function of human resource in
which manager of NHS needs to provide good working condition to their workers so that
they can easily perform their task. Thus, it is fundamental duty of manager to motivate
their workers as per daily basis. With the help of this, they put their best to execute their
task (Alvesson and Willmott, 2012). For this, manager of NHS also provide financial
and non-financial benefits to their workers in which they get better satisfaction towards
the job activities.
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 Managing employee relations: Workers are the main pillars of organization in which
they help company to enhance the overall performance. In context of NHS, employee
relationship is crucial function which help in influencing behaviours of the workers at
workplace. Along with this, management should organize all the activities that help in
understanding the employees performance. It also promote healthy and balanced relation
among manager and employees as well. It directly contribute in making organisation
successful.
 Training and development: It is one of the important function of HR in which manager
of NHS tries to improve the current or future performance of workers by providing them
better programs (Armstrong and Taylor, 2014). With the help of this, employees can
easily enhance skills and knowledge towards allotted task and activities. It also help in
retaining workers for longer period of time.
Apart from this, there are some roles and priorities of NHS management that may
contribute in making workers productive and efficient as well. These can be understood by
following points: Recognition and reward system: The main priority of NHS management is to increase
the quality of the workers. For this they provide them award, recognition to enhance their
quality performance. It directly contribute in making them able to perform all the task in
most effective manner. Communication: HR manager is responsible for effectively communicate with their
workers so that they make employees aware about all the changes and implementation
within the NHS. This will improve the efficiency level of the workers at workplace
 Identify and encourage potential employees: It is important priority of NHS
management in which they has responsibility to explore talents and to motivate their
potential workers to improve their efficiency level at workplace.
Different internal and external influences on the 3 areas
NHS is famous organization which face various issues at workplace related with the staff
members. It negatively impact on the entire performance of the company. In this context,
influences can be internal and external that directly impact on the three areas that can be
understood by following points:
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Area 1: Leadership and management: As per case scenario, NHS face staff shortage issue that
negatively impact on the company and its workers as well. The main reason behind this is its
ineffective leadership and short term illness and maternity leaves (Eskin and Cornell, 2016). In
this, context, the main internal influence is that, manager of the company is not properly analyse
the actual performance of the workers it may increase the staff turnover. For this, manager use
democratic leadership model which may increase the participation of the workers. On the other
side, negative image of the company among people is consider as a external influence which
directly impacts on its profitability.
Area 2: Talent management: Effective reward system and recognition is internal influence
which positively impact on the talent management of the NHS performance. It help in reducing
the staff shortage within the company (Groff and Jones, 2012). On the other side, NHS use
temporary agency work to hire talents that negatively impact on the potential employees of the
company at workplace. Thus it is important for HR manager motivate their workers to enhance
their efficiency level.
Area 3: Training and development: Under this, the main internal influence is NHS use
systematic training model in which they evaluate the employees needs towards the training that
positively impact on the overall performance of the workers. On the other side, if company hire
training provider for their workers then they can easily enhance workers efficiency level at
workplace. This will contribute in attaining set goals and objectives (Haddow, Bullock and
Coppola, 2017).
Recommendations the portfolio highlights
For improving performance level of NHS, it has been recommended that, NHS manager
should communicate with their staff members in order to understood their issues and disputes at
workplace. By this they provide them better solution to reduce their issues. Along with this, HR
manager needs to implement democratic leadership model to increase participation of the
workers within the activities. It help in increasing their motivation and encouragement towards
the company and its activities as well. This will directly contribute in reducing the staff turnover
within the NHS and at the same time also increase employee retention. Recognition and reward
system should be deliver by the HR manager to workers to enhance their productivity level at
workplace.
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CONCLUSION
From the above mentioned report, it has been concluded that people management is
important for business organization to attain their set goals and objectives. For this manager is
also responsible for managing them at workplace so that they can easily enhance their
productivity level at workplace. Apart from this, democratic leadership model is important for
company to make workers able to perform their task well and also enhance their productivity as
well. Talent management is also important to reduce the employee turnover of NHS through
which company make their image positive in front of others.
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REFERENCES
Books and journals
Alvesson, M. and Willmott, H., 2012. Making sense of management: A critical introduction.
Sage.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Eskin, F. and Cornell, J., 2016. Introduction. In Problem-Based Learning for Health
Improvement (pp. 9-18). CRC Press.
Groff, T. and Jones, T., 2012. Introduction to knowledge management. Routledge.
Haddow, G., Bullock, J. and Coppola, D.P., 2017. Introduction to emergency management.
Butterworth-Heinemann.
Hislop, D., Bosua, R. and Helms, R., 2018. Knowledge management in organizations: A critical
introduction. Oxford University Press.
Hughes, O.E., 2012. Public management and administration: An introduction. Macmillan
International Higher Education.
Solove, D.J., 2012. Introduction: Privacy self-management and the consent dilemma. Harv. L.
Rev., 126, p.1880.
Stark, J., 2015. Product lifecycle management. In Product Lifecycle Management (Volume 1)
(pp. 1-29). Springer, Cham.
Wang, C. and Zhang, P., 2012. The evolution of social commerce: The people, management,
technology, and information dimensions. CAIS. 31(5).
Online
Major Functions of Human Resource Management. 2017. [Online]. Available
through:<https://www.keka.com/5-major-functions-human-resource-management/>.
Systematic Model Training. 2017. [Online]. Available
through:<http://www.naukrihub.com/trainings/systematic-model.html>.
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