Introduction to People Management

This document provides an introduction to people management, focusing on key theoretical models in leadership and management, training and development, and talent management for NHS. It discusses the role and priorities of NHS management and the HR function in supporting management. It also explores the different internal and external influences on these areas.

Introduction to People
Management
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Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
Key theoretical models in leadership and management, training and development and talent
management for NHS..................................................................................................................3
The role and priorities of NHS Management and the HR function in supporting Management.4
The different internal and external influences on the 3 highlighted areas...................................5
Recommendation.........................................................................................................................7
CONCLUSION................................................................................................................................8
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INTRODUCTION
People management of human resource management have been considered as the important
aspects by having the proper level of encompassments for proper recruitments which is
managements align with proving thee proper level on going direction for employees. This have
had task which make the clear level of incisions which have the manner such as the
compensation, hiring, performance management, organization development, employee
motivation and administration and training. In this report there will be discussion of the
important aspect of the that’s is the leadership and managements, Training and development
along with Talent management. The report will ae the proper level of context in the terms of the
NHS which needs to focus on main three areas in order to being in the competition and providing
better services to people. NHS can provide effective training to people; it can strengthen their
skills by which they can focus on their performance and reduce errors.
Key theoretical models in leadership and management, training and development and talent
management for NHS
In the context of NHS it is stated that it is facing some problems due to ageing population,
advancement in treatment and changing needs of people. It is important for NHS to focus on
main three areas in order to being in the competition and providing better services to people. By
making an effective use of models in leadership management, talent management and training
and development it can improve effectiveness of its performance such as:
Leadership and management: leadership and management is one of the main key of the
success if NHS uses the best approach. For solving problems of staff turnover due to lack of
motivation, work load, advancement in treatments it can be said that, NHS needs to focus on
collaborative leadership (Chan and et.al., 2016). With the help of this model leaders treat and
guide all employees of different level treat in an effective and equal manner. Collaborative leader
believes that effective relation is one of the best ways of motivating employees so he invests time
in building relations with employees and also handles conflicts in an effective manner. It is
important for NHS to focus on main three areas in order to being in the competition and
providing better services to people
Training and development: It is other main key by which NHS cam solve all problems which it
is facing. By providing effective training to people, it can strengthen their skills by which they
can focus on their performance and reduce errors (Aithal and Kumar, 2016). It encourages them
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and also increases confidence. It directly leads staff retention. One of the best models of training
and development is theory of social learning. As per this learning strategy or ADDIE approach,
NHS can increases skills of learners of NHS. This theory allows managers of NHS and makes
them aware that it is not necessary that behaviours of people change after learning new things.
After getting training they become positive towards their work. This theory also states that
mental status of people also plays an important role as in NHS different behaviour and culture of
people and some shows negative attitude towards learning but after development phase they can
also be made able to take active part in this process (de Oliveira Moraes and et.al., 2019). So, it
can be said that with this theory, NHS can retain their workers.
Talent management: It is the process of managing people within an organization. For retaining
talent in an organization, NHS need to focus on developing and using effective approach which
can make employees feel valued and motivated towards accomplishing goals of the company. It
is process which includes several activities like workforce planning, effective staff retention
strategy, flexibility in working hours etc.
Flexible working hours or opportunity of part time working make employees feel valued as they
can spare time for their family by continuing professional life. It is stated that work load is
increasing stress among workers so, by providing this opportunity to work part time and
flexibility NHS can provide better services to patients and people (Collings, Scullion and
Caligiuri, P.M. eds., 2018).
The role and priorities of NHS Management and the HR function in supporting Management
Leadership and Management
The task of managers has the proper level of demonstration which is rather than leadership in
which the organization to have the smaller and less complex with proper nurses, doctors and
administrative staff organized into separate hierarchies. The NHS have the leadership academy
in setting o the outer level o delivery in order to have the change the different talent management
aspect (Martin and Siebert, 2016). The manager of the NHS has the caller level of resuming of
the proper level of skill persuasion along with negotiation an influence in order to have the
achieving the goals form the manager o another sector. This shell the HR department to have the
systematic aspect in broad level of vacancies, coordinate the career development in order to have
the supporting the diversity. It is important for NHS to focus on main three areas in order to
being in the competition and providing better services to people
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Training and Development
The management of the NHS is helping out to have the wider level if development management
with increase the level of specifications which have the inclusion of the disciplines with human
resources, procurement. This have there need to make the proper level of specialist with the
manager to have the general level of managements and demonstrative skills in order to have the
requiring the specific level of expertise in the perfect manner. It is stated that work load is
increasing stress among workers so, by providing this opportunity to work part time and
flexibility NHS can provide better services to patients and people (Hughes and et.al., 2019). On
the other hand, training and development have the increased level of underwinding in the
complex level of dynamics will the aid to have achievement with more meaning innovation and
respective change. There have the supervise and assistant manager and with developing the
graduate management training which is having the inclusion o the middle and senior
management training in order to have the increasing of the experience and inflexion in company
Talent Management
The HR departments have the clear level of responsibilities in having the proper level of
supervisions, coordination and the respective teaching and development for the employee. This
have the inclusion to have the work planning along with checking and evaluating with
identifying the needs or having proper level of implementing un the training programmers (Wirtz
and Lovelock, 2017). This have the teaching staff and continues level of professional’s
development. This have the inclusion of perfect level of responsivity in order to have the proper
level of recruitment and career long eternal developments of the hum resources in perfect
manner.
The different internal and external influences on the 3 highlighted areas
Area are-
Leadership and Management
Effective leadership in the NHS have been regarded as there important level of factors in the
transaction success. there are the factors which have the systematic level od review reagreeing
the effectiveness leadership. All these factor have been categories as the people management
skills , self-management skills along with nuclear management an health provision skills.
The factors are such as
Organizational environment
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Tis have the effecting on the values which is the past of legacy as we’ll as the current
leaderships in order to care the for investors, customers, staff and the community, and they
determine how the business will be managed (Leroy and et.al.,2018). On the other hand, goals
and concept which have rah proper defining the products by masking the penalty and
organization.
Organizational resources
On the other hand, the leaders have the clear level of dependency for the organization resources
which are such as the such as staff, technology, finances and physical resources to achieve their
goals. The success has the managements have the clear level of dependency in the resources to
be acquired a used.
Training and Development
Environment have the proper level of furnishing the Marco context which have the major
influence due to the economic condition along with labor market and respective laws and
condition. The factor is such as –
Technological innovation- as the rapid level of technology as the technical personal which are
increasingly required in order to have the meet up the changing requirement.
Economic factors there have the three major influence in financial health which have the
favorable to economic conditions, the expansion of existing programmers.
Changing the demand of employees as have to undergo the change in the conquest to the
employees also change there is technological resolutions and level of tiff business development.
Talent Management
Employee roles
On the other hand, employee have the positing to make defining the task which must have the
performing the trusteeship with other have the verification in the level maturity for approaching
task and trusteeship (Ferrari and et.al.,2018). This have been considered to be part of work ethics
and personal values must recognize and reduce to have the staff accomplishment.
Economic and Political Factors
Leaders should have the proper level of education for themselves with suppliers, customers and
competitors in order to have the proper level of determination an current level political factors
which is effecting the marketplace.
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Organizational Commitment
In the resources are tended to be more level in the NHS leadership in order to have the effective
level of supporting there managements process with have the enabling the potentials of NHS
employee in order to be perfectly maximized.
Recommendation
The HR should have the clear level of look out to have the proper level of evaluations in the.
Terms of personal characteristic skills and achievements and qualities for the proper for the
seeking the employments in the HR position (Hanif and et.al.,2020).
There should be the inclusion of the brand range the inclusion the government compliance,
employee an management. this is the more level of recappable to hadeeth understanding the
human resource manager.
There is the need o have the improvement in the hiring process along with meeting the needs,
expectation along with habit and motivations in order to make the team reads and thriving.
On the other hand NHS should have the caler level of implementation of h work in reward
programmes in order to keep the employee more level of motivated and predative in perfect
manner.
There have the supervise and assistant manager and with developing the graduate management
training which is having the inclusion o the middle and senior management training in order to
have the increasing of the experience and inflexion in company
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CONCLUSION
From the above study, it has been summarized that This have had task which make the
clear level of incisions which have the manner such as the compensation, hiring, performance
management, organization development, employee motivation and administration and training.
It is important for NHS to focus on main three areas in order to being in the competition and
providing better services to people. This theory also states that mental status of people also plays
an important role as in NHS different behavior and culture of people and some shows negative
attitude towards learning but after development phase, they can also be made able to take active
part in this process. Changing the demand of employees as have to undergo the change in the
conquest to the employees also change there is technological resolutions and level of tiff
business development.
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REFERENCES
Books and journals
Chan, M.K. and et.al., 2016. Collaborating internationally on physician leadership development:
why now?. Leadership in Health Services.
de Oliveira Moraes, I. and et.al., 2019. HUMAN RESOURCES TRAINING IN
BIOTECHNOLOGY: MICROALGAE FOR BIOFUEL AND WASTEWATER
TREATMENT. Revista Geociências-UNG-Ser, 18(1), pp.5-11.
Collings, D.G., Scullion, H. and Caligiuri, P.M. eds., 2018. Global talent management.
Routledge.
Martin, G. and Siebert, S., 2016. Managing people and organizations in changing contexts.
Routledge.
Hughes, C and et.al., 2019. Managing People and Technology in the Workplace', Managing
Technology and Middle-and Low-skilled Employees (The Changing Context of
Managing People).
Leroy, H and et.al.,2018. Managing people in organizations: Integrating the study of HRM and
leadership.
Ferrari, P and et.al.,2018. Managing people with diabetes during the cancer palliation in the era
of simultaneous care. Diabetes research and clinical practice, 143, pp.443-453.
Hanif, S and et.al.,2020. Managing People with Diabetes Fasting for Ramadan During the
COVID‐19 Pandemic: A South Asian Health Foundation Update. Diabetic Medicine.
Wirtz, J. and Lovelock, C., 2017. Managing People for Service Advantage. World Scientific.
Aithal, P.S. and Kumar, P.M., 2016. Organizational behaviour in 21st century–'Theory A'for
managing people for performance. IOSR Journal of Business and Management (IOSR-
JBM), 18(7). pp.126-134.
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