People Management Assignment - Case Study of NHS

Introduction to People
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Key theoretical models and their applications........................................................................1
TASK 2............................................................................................................................................3
Roles and Priorities of NHS management..............................................................................3
TASK 3............................................................................................................................................5
Different internal and external influences on Leadership and management, training and
development and talent management.....................................................................................5
Recommendations..................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
People management commonly known as Human resource department which mainly
manages and handles manpower of company. The specific department handles numerous of task
which involves training and development, administration, hiring, safety wellness, compensation,
organisational development and many other workforce related task (Armstrong and Taylor,
2014). The present report is based on Case study of NHS. National Health Service is a
governmental body which provides its services in health care sector. This healthcare institution
was incorporated in 1948 in England. As per the scenario provided in case study of NHS, it has
been analysed that NHS is facing issue of shortage of hospital staff. This influences management
team of this institution to collaborate with agency who could provide required medical staff to
NHS. It has created insecurity and conflicts among existing medical staff as they felt that staff
hired from agency are getting more paid as compared to themselves. As a result, existing
workforce of specified organisation have resigned. In order to overcome this situation, NHS have
planned to hire around 6000 extra nurses by the year 2020 who will fulfil requirement of
healthcare institution. This situation have developed requirement for NHS to adapt some
strategies by which they can sustain medical staff for long term. This present report will revolve
around three strategic core areas of people management that is Leadership and management,
Training and development and Talent. All of these have be elaborated effectively in three
different tasks in appropriate manner.
TASK 1
Key theoretical models and their applications
Leadership and Management
Leadership refers to the capability of individual who holds power of influencing one
specific person or whole group to work in common direction through which their organisational
goals and objectives can be attained effectively. Whereas, management is considered as the
procedure through which people and things are controlled effectively. It can be said that
leadership and management together plays an essential role in the growth of business
organisation in effective manner (Flyvbjerg, 2017). As per the given case scenario, it has been
analysed that human resource department of NHS is required to focus on building their positive
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relationship with medical staff so that they could sustain longer with the same company for
longer period of time.
Contingency theory:
This theory was first developed by Fred Edward Fiedler in the year 1964. This theory
mainly focuses on the personality of leaders and how they deal with changing situations.
According to this theory no single style is best for leadership and management. This theory is
seen as the leadership approach mainly emphasis on adopting different leadership style based on
situation and feasibility. It says that there is no specific leadership style which is suitable for all
situations. There are two main outlines of contingency theory: task or relationship motivated
(Russ, 2014). In context with NHS, leaders of the company should follow his style of leadership
according to the situation arise. With the help of this theory NHS can easily adopt the changing
environment which will further help them in retaining their employees for a long duration of
time. Along with this, it can be said that contingency theory helps management as well because it
allows this team in taking effective decision in future..
Training and development
It refers to the process of improving the skills as well as capability of employees working
within the organisation in order to improve their performance that contribute toward maximum
profitability.
Transitional Model: This model mainly focusses on organisation as a whole. This
theory is based on two loop. One of them is outer loop which includes organisations mission,
vision and value whereas second loop is inner which is executed (Stark, 2015). In this model it is
said that objectives of the company are developed according to these factors and then training
program is implemented. In context to NHS, while developing their training and development
programs if company will use this model they can enhance their competitive advantage at
marketplace.
Talent Management
Expectancy theory: This theory was propound by Victor Vroom. According to this
theory, a company should manage its employees by motivating them. They may provide rewards
and benefits. This helps in effective talent management.
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