Introduction to People Management

This document provides an introduction to people management, focusing on the importance of leadership and management, training and development, and talent management. It discusses key theoretical models, priorities, and recommendations for effective people management in the context of the NHS.

Introduction to People
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Area 1: Management and leadership......................................................................................3
Area 2: T&D...........................................................................................................................4
Area 3: Talent management....................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES ...............................................................................................................................9

INTRODUCTION
Management of people defined as an set of activities and practices that consisted end to
end processes of talent acquisition, optimisation and retention that provide continuous support to
business and support to employees in giving one of their best efforts. Respective report is based
on the NHS which is the independent public health care provider in the market of UK.
Respective report is based on the case study of NHS in which they face the problem of managing
people in their organisation. So to overcome from respective problem organisation needed to
focus on three major areas that are management and leadership, T&D and management of talent.
MAIN BODY
Area 1: Leadership and management
L&M are the important terms for the organisation often considered as synonyms. It is
very much significant to understand that leadership is one of most essential part of effective kind
of management. As an important part of management it focuses on the building positive work
environment in which every employee can develop their skills. In context of NHS which is an
independent public organisation that turned 70 as due to technologically advancement and rising
standards and growing population so they required to take practical actions to strain off in their
various department in upcoming time.
 Key theoretical models: To overcome from the respective issue it is needed to apply the
models that helps in giving direction to organisation (Alameda-Pineda, Ricci and Sebe,
2019). By using the transactional leadership style that is used by the whole world in the
organisation to direct people. In respective kind of leadership style leader provide roles
and responsibilities to the people in organisation so that they can give one of their best
efforts. If employees deliver good performing results then leader tend to reward them
(Armstrong and Taylor, 2020). In context of NHS to lower down the financial budget for
adopting the technologically advancement needed to give tasks and duties to the people
so that they can perform in best way. By following respective model leader needed to
provide rewards to employees who perform in best manner.
 Priorities of the management of NHS and assistance to management: For an
administration it is very much important to set the priorities before planning and
implementation, in context of NHS to remain competitive in marketplace needed to adopt

technological advancement and managing people in most successful manner. In that
regards the accountability of NHS management and function of HR is to staying current
and competitive enough. HRM needed to plan strategically by addressing not only
changing needs of market but also of employer. By using advance tools and techniques,
managing Leadership and management as according to the situation. In context of NHS
they needed to manage their human resource by adopting technologically advance tools
in that regards needed to adopt one of best leading style to lead people. The major
function of HR is to develop the skills for the future at the all levels of organisation so
that they can give one of their best efforts while organisation adopt technologically
advance to better serve the consumer base in organisation.
 Internal and external effects on the L&M: L&M that are able to influence and guide
the people to behave in certain manner, so that organisation can be able to achieve the
aim in effective way (Chan And et.al , 2019). It is very much effective for an
organisation to evaluate the interior and exterior component which affect the L&M are as
follows:
◦ Exterior components that directly affect on L&M are organisational environment,
resources, employees roles, organisational culture and sociological factors. In context
of NHS that are turned 70 and due to risen expectations of consumers needed to
implement the technologically advance tools and techniques in order to serve
consumers in better manner.
There are some factors that internally influence on the leadership and management of the
organisation that are personality of individual, belief system, culture of the organisation and
diversity of the employees (Copacino, 2019). In context of NHS while adopting leadership style
it is very crucial to analyse both the interior and extraneous factors for gaining desirable
outcomes.
 Recommendations: It has been summarised that for an administration it is very essential
to evaluate various kinds of leadership styles and choose one of most appropriate one to
lead people within the organisation to remain competitive in market.

Area 2: T&D
Training and development is one of crucial factor for HR department, in which
systematically employer are instructed and technological knowledge should be given related to
their job. In context of NHS that are public unit of health care faces various challenges and there
are no sign of easing. In that regards needed to provide T&D to people for gaining potential
outcomes from them.
 Key theoretical models: Here are the model of Training and development known as
centralized which occupies all activities in same location such as programs, resources
and people (Organizational Models for Training and Development: Centralized,
Functional, Customer, Matrix, University, and Business Embedded, 2017). Respective
kind of T&D system enables to best coalition with the strategies, deliverables and
metrics in most effective manner. It is one of most effective way to given proper
education to employees while organisation adopt the technologically efficient product in
order to gain higher level of productivity.
 Priorities of the management of NHS and assistance to management: For an
administration providing proper education and assistance plays very much crucial role
either at time of adaptation of leadership style or advancement of tools (Garcia-Zamor,
2019). Key role and priority of NHS management and support system is to put one of
best efforts in improving the current and future performance by giving proper education
so that they can give one of their best efforts in a specified subject matter. It is the major
responsibility of a manager firstly to access the area in which changes are needed and
select people who needed the training and development for accomplishing desirable
results in a firm.
 Intrinsic and extrinsic factors that affect T&D: Training and development is one of
most important aspect for the organisation that helps in gaining desirable outcomes by
giving proper education to employees. There are interior and extraneous component that
directly influence on HR practice. In internal influences consist of the top management
support as it is very much essential to get permission before applying within the
organisation. Organisational complexity if the organisational hierarchy is very much
complex then it hinders organisational ability while applying the T&D session within
organisation.

 In external influences includes the commitment from specialists and generalists,
technological advances which needed to evaluate priorly before as needed commitment
from the line managers before implementing the different types of training (Gregory,
2019). It has been also observed that organisation observe about the infrastructure
required before implementation of the training and development within the organisation
such as internet of things and many more.
 Recommendations: It has been summarised that for an organisation it is very important
to use one of best tools that are technologically advance in order to serve the consumers
in best manner. It is one of most effective kind of tool to educate people about changes
occurs within the organisation and in business environment.
Area 3: Talent management.
TM possess full scope in HR process in order to attract, develop, motivate and gaining
services of potential employees for long time within the organisation. For an organisation it is
very essential to retain one of most talented personnel by accessing their accomplishment and
capacity for gaining desirable outcomes from them. In context of NHS that faces lots of
challenges that helps to gain sustainability in market for that usage of advance tools and
techniques plays very crucial role. To serve the consumers in best manner it is very much
essential to opt one of best candidate and gain services from them for long duration (A New HR
Talent Management Model, 2019).
 Key theoretical models: The New HR TM (talent management) model that illustrates
about the five stages by which every employees goes through to gain desirable outcomes
that are as follows:
◦ Acquisition: Acquisition is all about attracting the competent candidates within the
organisation. In organisation acquisition related to the employer branding as effective
personnel helps to them building distinctive image in marketplace.
◦ Activation: Activation is related to the selection, collection of candidates experience
and gaining people on board (Iliffe and et.al ., 2019.). Respective tool helps to
organisation to select one of most talented personnel for gaining desirable outcomes
from them. In context of NHS while they take steps to overcome from the
degradation of technology that hinders in serving people in best manner. In that

regards organisation aimed to adopt advance technology so to avail it in proper
manner needed talented workforce.
◦ Revenue: Revenue is related with getting the most potential outcomes from the
selected personnel so that organisation can improve their level of action.
◦ Referral: Referral is all about acquiring the new citizenry and their efforts contribute
in building brand value of organisation (Pambreni and et.al ., 2019.). Respective step
helps in attracting new employees to expand the consumer base.
◦ Retention: In respective stage organisation put one of their best efforts to retain
talented personnel within the organisation by focusing on their needs and wants.
 Priorities of the management of NHS and assistance to management: Talent
management is one of most important function of HR department which helps in find out
requirement of specified skills and capabilities within the organisation that can contribute
crucial efforts in order to achieve desirable goals (Randev and Jha, 2019.). The major
role and priority of NHS management is to build job description by priorities the needed
skills and capabilities for an individual to give one of their best efforts and accordingly
select one of best.
 The different internal and external Influences on the talent management: There are
various kinds of factors that determiner on talent management within the organisation to
gain one of most talented personnel within the organisation (Zhu and Warner, 2019).
There are various factors that influences on the recruit and select one of most talented
personnel in organisation that are effect of competition on recruitment that are come in
internal factor of organisation. The extent of competition in the industry affects the ability
to recruit the qualified worker. Labour supply and compensation and impact of legislation
come under the external factors of talent management for gaining desirable outcomes.
 Recommendations:From the above discussion it has been recommended that
organisation needed to select one of most talented personnel within the organisation as
per organisational needs and demand. By collecting information regarding employees
demand and try to fulfil them accordingly so that they can give one of best efforts.

CONCLUSION
It has been summarised that Human resource one of crucial attribute of organisation that
helps to gain competitive advantage. For an organisation it is very essential to use advance kind
of tools and technologies to achieve desirable objectives . By using various kinds of HR practices
such as management and leadership, talent management and T&D which helps to gain most
potential candidate within the organisation to remain competitive in market.

REFERENCES
Books and journals:
Alameda-Pineda, X., Ricci, E. and Sebe, N., 2019. Multimodal behavior analysis in the wild: An
introduction. In Multimodal Behavior Analysis in the Wild (pp. 1-8). Academic Press.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Chan, I.L. And et.al , 2019. Characteristics and management of Asian skin. International journal
of dermatology. 58(2). pp.131-143.
Copacino, W.C., 2019. Supply chain management: The basics and beyond. Routledge.
Garcia-Zamor, J.C., 2019. Public participation in development planning and management: cases
from Africa and Asia. Routledge.
Gregory, V.L., 2019. Collection development and management for 21st century library
collections: an introduction. American Library Association.
Iliffe, S. and et.al ., 2019. Case management for people with dementia and its translations: A
discussion paper. Dementia. 18(3). pp.951-969.
Pambreni, Y. and et.al ., 2019. The influence of total quality management toward organization
performance. Management Science Letters. 9(9). pp.1397-1406.
Randev, K.K. and Jha, J.K., 2019. Sustainable Human Resource Management: A Literature-
based Introduction. NHRD Network Journal. 12(3). pp.241-252.
Zhu, C.J. and Warner, M., 2019. The emergence of human resource management in China:
Convergence, divergence and contextualization. Human Resource Management Review.
29(1). pp.87-97.
Online:
A New HR Talent Management Model, 2019. [Online]. Available through.
<https://www.digitalhrtech.com/new-hr-talent-management-model/>.
Organizational Models for Training and Development: Centralized, Functional, Customer,
Matrix, University, and Business Embedded, 2017. [Online]. Available through.
<https://viralsolutions.net/organizational-models-for-training-and-development-
centralized-functional-customer-matrix-university-and-business-embedded/
#.XiAZIHUzbqN>.

1