Evolution of HR and Manager Role

The assignment discusses how the Human Resource (HR) and manager role have evolved over time. Initially, HR was responsible for providing a workforce, but now it encompasses employee well-being. An organization's success depends on effective people utilization of resources. The document references various studies and models, such as Situational Leadership Theory, ADDIE Training Model, and Integrated Talent Management System, to illustrate these changes.

INTRODUCTION TO
PEOPLE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
Theoretical models of leadership, T&D and Talent management..............................................1
The role and priorities of NHS Management and the HR function in supporting Management 5
The different internal and external influences on Leadership T&D and Talent management....5
Recommendations.......................................................................................................................7
CONCLUSION ...............................................................................................................................8
REFERENCES..............................................................................................................................11

INTRODUCTION
Managing people is a managerial work, which also focuses on increase the employee's
capacity and efficiency, so that their work, activities and potential can be use in achieve the
organization goal (Davis and et.al., 2016).
This report covers theoretical model use in leadership and management use by NHS.
Portfolio also describe the Priorities of NHS management to resolve the HRM issue. Internal and
external factor affecting T&D, leadership and Talent management also been discussed.
Lastly, recommendation has been made on the basis of portfolio. National Health Care is
public funded healthcare organization. It renders free health service to people who are registered
respective system, but it also provides free aim in emergency service for visitor too.
Establishment of NHS is result of social reforms, after Second World War.
Theoretical models of leadership, T&D and Talent management
Situational Leadership Model
Paul Hersey and Ken Blanchard developed the most flexible leadership model. Model
states, no single leadership style can be use in different situations. The Best leadership is chosen
by NHS, based upon situation, characteristic of employee and nature of task. Situational
leadership combine leadership style and maturity of employee (Hosain 2015 ). This combination
renders four categories of guidance style.
Maturity in employee: maturity indicates employee's willingness, enthusiasms and motivation
to perform their work. These elements are affected by level knowledge, experience, carrier
opportunities and obstacles. According to this model, Maturity can be divided into four parts I.e.
M1,M2,M3,M4. Personnel belongs to M1 category are highly motivated, but they have lack of
knowledge and skill. M2 employee are also enthusiastic but they have lack of ability. People
who have enough knowledge and skill, but low desire to work are related with M3. At the last
staff member who not only have sound competency, but also have dedication to work, are
categories as M4 people.
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Leadership style:
Telling: leader gives instruction and direct to employee, about what to do and how to do.
Organization uses this style for new employees and work which required high level of guidance.
Selling:: these leaders render lost of support along with direction to their subordinates, As,
employees are not capable to do things. This is used in organization when team has to work on
projects, which contain new methods.
Participating: leader allow subordinates to actively participate in decision making, So that their
temporary demotivate can be address(Lu, Cheng and Chan, 2016)
Delegating: employee are equipped with freedom to perform their task independently. The NHS
adopts this leadership style for very experienced people and who have law tolerance of control.
Application of situational leadership in current scenario : NHS currently
ADDIE model of Training:
ADDIE is abbreviation of Analysis, Design, Development, Implementation, and
Evaluation. As, Currently have tight financial budget, which force organization to make effective
training program. Advancement in treatment influence organization to render best T&D session
to employee. The Firm analyses training need, based upon identify the latest change in industry
and compare it with current learning situation in organization. Training design include decision
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Illustration 1: Situational Leadership
sources: (Hersey-Blanchard Situational Leadership Theory), 2018

regarding method, procedures, feedback, approaches and equipment for session. Developing
stage comply, create different courses (Hosain., 2015). These courses are aligned with individual
and organizational learning needs. Implementation planning phase, focuses on choose the target
audiences, set duration, decides passing marks and choose feedback collection methods. Leader,
evaluate training outcome, measuring desired and actual result. Manager look upon both
Quantitative and qualitative result of training and development sessions.
(Sources: Model of integrated talent management, 2019)
Talent management include all the practices and techniques to create high performance
workforce by attracting, selecting, engaging, rewarding, retaining and evaluating the employees.
Recruitment, selection, carrier growth opportunities, T&D, rewards, motivation, monetary and
non-Monetary benefits are used by leader to retain and develop the efficient personnel. This
model or approach , enable organization to adopt change effectively because it focuses on
holistic approach.
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Illustration 2: Addie Training model
Sources:(ADDIE: 5 Steps To Build Effective Training Programs,2018)

Model represents alignment of business strategy, human resources' strategy, organization
culture and talent management techniques. NHS's HR manager makes policies as per the vision
and short term objectives. For instance good interpersonal and communication skill are the
essential job requirement, set by HR (Renaud and et.al., 2015) because these elements are
necessary in rendering the best health care service. Employee allow to chose self improvement
programs. Requirement of supervisor and leadership is access by employee themselves. Apart
from vision, talent management also combines with changes. Organization can get competitive
advantage via talent management. Like company design training pregame, after getting the
feedback. Feedback gives idea of improvement areas. If Firm organize the training on that key
area, product and service will get improved. Corrected service lead to reduced wastage and
increased stakeholder's satisfaction.
The role and priorities of NHS Management and the HR function in supporting Management
Currently facing poor HRM practices in organization as insufficient human inventory,
inefficient recruitment process, high trained employee turnover ratio, poor pay, increased work
load, inflated targets. Quoted Firm also become highly dependence on agency for hiring purpose.
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In these adverse condition, HR need to review and correct HR policy. First priority should be,
HR manager need to make effective co-ordination with other department manager, so that HR
get to know the number of vacancy, job role, job specification, reason of people leaving the
company.
HR strategy should be aligned with business goal. Second priory is, to analyses the
market to know the employment condition. Like salary, wages, other benefit given by other
employer for same designation. HR should offer fair and market prevailing remuneration to its
employee, so that trained people will not switch because of any dissatisfaction( Renaud, and
et.al., 2015). Third important task, is to implement HRIM and Applicant Tracking Systems, in
Firm. This software also help in lower company's dependency on hiring by agencies. HR can
also design periodic interview( of current employee) of current employee to know their problem.
To lower the work lead, departmental manager of NHS has to prioritize and scheduling the work.
To manage work load, manager can go for temporary or Ad-Hoc hiring. Manager should convey
their all policies with HR manager, so that problem can be solve in proactive manner, rather than
reactive one.
The different internal and external influences on Leadership T&D and Talent management
Management and leadership helps organization to meet its objective by arranging the
resources, opt best practices and utilize the resources in its interest. But leadership also impact by
external and internal factor. These factor are given below:
factor affecting leadership and management
political and economic condition :
When government changes the policies regarding employee, industry and business
practices, it also affects the management as well. Manager has to make new policies or make
alteration in existing policies to compliance with these changes. For instance HR manager has
make its HRM practices, which should have all the employment rules. Economic condition
affects the purchasing power of customer as well as organization. In adverse economical
condition, leader tries to minimize wastage and avoid unnecessary expenditures so that service
and product can be offer to people in lower cost.
Competitor:
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Leader have come up with innovative idea and improved product, so that organization
can counter the competitor's move. Manager gives motivation, autonomy in decision making,
flexibility, information and other resources . These elements create a positive environment in
which people can brainstorms. Leadership style also gets changes according to the situation.
Leadership infuses motivation and inspiration, which eventually can be seen as creativity.
Internal factor
Performance and requirement of employee:
Weak employee performance indicates the high requirement of guidance, instruction and
motivation. Contrary, sound work result need less supervision. Also, knowledge, skill, ability,
and experience of personnel also decide the manager's role. Fir instance employee, who have
little knowledge can not work independently (Renko and et.al., 2015). These people need regular
support. Sometime employee have optimum technical skill, but they also have lack of confidence
and other behavioral necessities. A leader changes it styles form autocratic to supportive, when
work require creativity, Because autocratic leadership threaten the creativity.
Factor affecting training and development
External- Macro Business Environment changes
These changes are inevitable in nature. PESTLE framework covers almost all the relevant
external dimensions, which also affect taken company. For instance NHS now have to make its
employee competence to fight with virus like Ebola, swine flew, Influenza. Organization renders
the latest safety equipment, training in dealing with these patients and all the information to
volunteers. Employee also avail the training for different epidemic, which are occurred in flood,
respiratory problem by volcanic eruptions, emergency medical aid training for Hurricane,
Tsunamis, Avalanches and Cyclones.
Technological changes
Technological changes brings to betterment. Heath care sector also highly sensitive to
these. Industry rapidly faces the innovation in medical equipment, treatment methods, data
management (Stone and Deadrick, 2015). Organization has to design training and development
to its employee so that they become able to perform on latest equipment and use the latest
software. For instance Earlier NHS now store it's all data in virtual cloud. Information stored in
included enable organization to predicts epidemics, instant and better care, help in developing
new medicines (Thompson and Glasø, 2015). So company organize training to employee of all
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the department, about how to use store and retrieve data according to their need. Physician also
get training on using AI- assisted robotic surgery, read AI algorithm to deduct skin and cancer,
Digital therapy and Hackathons.
Financial condition of organization
Poor financial condition limits the business capability to conduct T&D because Firm do
not have enough balance to acquire machine, equipment, training expenditures and trainer. The
NHS has nice financial position, which enable it to not only to conduct and acquire the training
resources, even company is able to reward its people for achievements. Firm also send its
employee in international conference and tour, so that get to know about technology and cause of
diseases.
Individual and organization learning need
No doubt, training are facilitates to satisfy the individual learning need. NHS render
personalized training for individual on the basis of their performance and feedback., Where
company use one size (standard training) to adopt organization need.
Factor affecting talent management
Availability of Human resources
Although, human is easily available resources, but people with required knowledge,
experience, and skill are hard to find. Chosen organization's HR put “ medical stream” as
essential in job description and specification, Also company try to attract the best talent form
industry by best HRM practices and sound monetary and non -monetary benefits(Sayadi and
et.al., 2017). It is an external factor that affect the talent management.
Employee motivation
HR try to boost employee morale and motivation by offering them carrier opportunities,
promotion, recognition, and other HRM practices.
Recommendations
The NHS should more focus on its HR policies because change management is highly
depended upon HR. effective Training and development session can help in absorb the
advancement in treatment and standard. Company should not stretch its current people on
workload. Company should make it's all strategy policy in keeping its people in center. It is not
necessary that, only monetary benefit are the only reason of leaving the company. Sometime
behavior and situation also impact people. Firm should develop channel, in which manager can
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directly communicate to personnel. Direct communication will help higher authority to know the
actual things.
CONCLUSION
From the above study, in has been summarized that, HR and manager role has been
changed with time. Earlier HR is responsible to ensure the supply of human in organization, but
now it has to work even for well being of personnel. An organization's success is not depended
on its age and resources. Success in reply only on effective people only because these, people
can make best and worst utilization of resources. Internal factor can be control by observe the
existing pattern of problem. Model and theories render idea about what should be done in place
of what's going on.
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REFERENCES
Books and Journals
Davis, T., Cutt, M., Flynn, N. and Mowl, P., 2016. Talent assessment: A new strategy for talent
management. Routledge.
Hosain, M., 2015. Impact of best HRM practices on retaining the best employees: A study on
selected Bangladeshi firms.
Lu, S.C., Cheng, Y.C. and Chan, P.T., 2016. Using ADDIE Model to Develop a Nursing
Information System Training Program for New Graduate Nurse. Studies in health
technology and informatics. 225.pp.969-970.
Renaud, S.and.et.al., 2015. What are the best HRM practices for retaining experts? A
longitudinal study in the Canadian information technology sector. International Journal of
Manpower. 36(3). pp.416-432.
Renko, M.and.et.al., 2015. Understanding and measuring entrepreneurial leadership style.
Journal of Small Business Management. 53(1). pp.54-74.
Sayadi, Y.and.et.al., 2017. An Examination of Factors Affecting Transfer of Training among
Human Resources of Iranian Medical Science Universities. Indian Journal of Science and
Technology. 10(17).
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review. 25(2). pp.139-145.
Thompson, G. and Glasø, L., 2015. Situational leadership theory: a test from three perspectives.
Leadership & Organization Development Journal. 36(5). pp.527-544.
Wahyuningtyas, R., 2015. An integrated talent management system: Challenges for competitive
advantage. International Business Management. 9(4). pp.384-390.
Online
Hersey-Blanchard Situational Leadership Theory. 2018. [Online]. Available Through<
http://www.free-management-ebooks.com/faqld/leadtheory-06.htm>
ADDIE 5 Steps To Build Effective Training Programs .2018. [Online]. Available Through
<https://www.learnupon.com/blog/addie-5-steps/>
Model of integrated talent management. 2019. [Online]. Available Through
<https://www.researchgate.net/figure/Model-of-Integrated-Talent-
management_fig2_308086942>
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