Introduction to People Management

Introduction to People
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
Leadership & Management..............................................................................................................3
Theories and Models..............................................................................................................3
Internal and external factors...................................................................................................4
Recommendations..................................................................................................................5
Training & development..................................................................................................................5
Theories and Models..............................................................................................................5
Internal and external factors...................................................................................................6
Recommendations..................................................................................................................6
Talent Management ........................................................................................................................6
Theories and Models..............................................................................................................6
Internal and external factors...................................................................................................7
Recommendations..................................................................................................................7
Roles & Priorities of NHS management..........................................................................................7
HR functions:..........................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
Bibliography..................................................................................................................................10

INTRODUCTION
People management popularly kniown as HR department where managers of the
company control, manage and handle all the human resources of an organisation. It is the
department which controls and monitor each and every task which consist of training &
development sessions, hiring, safety wellness, organisational development, compensation, and so
on which is associated with the staff members of the company (Wilton, 2016). In the present
report, NHS is chosen as the base organisation which is a governmental body provide ample
number of services to customers related to health care. National Health Services is a healthcare
institution which was established in the year 1948 within England. In the present report various
sections are needed to be covered where management team of NHS need to require to adopt
some policies and strategies in order to retain their potential staff members for a longer period of
time. Along with this, the present report revolves around 3 main strategies of people
management which is talent management, leadership & management as well as training &
development sessions.
Leadership & Management
Leadership defines as an ability and potentiality of a person who holds positive power
within organisation in order to influence large number of individuals so that they will be able to
produce required outcome. But on the other hand, management team mainly concerned about the
process with the help of which each and every activity will be controlled and managed in an
effective manner. Therefore, it has been concluded that both leadership as well as management
both plays significant role within a workplace in order to achieve their targets (Gopee and
Galloway, 2017). In the context of NHS, human resources department need to develop positive
and strong relationship with their staff members for maintaining their sustainability in an
effective manner. It has also been said that managers of the company develop 5-year strategy in
an effective manner so that they can perform all their business functions in a positive manner.
For implementing such strategies in an appropriate manner, leaders and managers plays very
essential role in order to attain favourable outcomes.
Theories and Models
Contingency theory:
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It is the theory which was developed in the year 1964 by Fred Edward Fiedler.
According to this theory, the main emphasis of this theory is on the personality or behaviour of
leaders and how positively they deal with changing situations arise within the workplace
(Swanwick, 2017). Along with this, it also says that no specific leadership and management style
is best suitable for an organisation. Managers and leaders need to modify their strategies,
approaches and policies according to the requirements and on the basis of situations arise at
workplace. It is said that there are mainly two prime outlines of contingency theory which
includes task as well as relationship motivated. In reference to the present context of NHS,
leaders of the organisation need to follow and adapt leaderships styles as per the situation arise
within the workplace. This is the theory which assist the leaders of NHS in order to adopt
dynamic environment in an effective manner and retain their potential employees for long period
of time. Apart from this, it will also help the management team in order to take effective
decisions and enhance the efficiency of staff members (Russ, 2014).
Internal and external factors
It has been analysed that both leadership as well as management holds very strong
position within the organization as it assists in attaining goals and objectives in an effective
manner. In the present context of NHS, it is clearly identified that internal as well as external
elements highly influence leadership & management team within healthcare sector.
 Internal factor: In reference to NHS, employees are considered as one of the most
essential internal element which affects both leadership as well as management
performance. It has also been identified that employee within the institution is not
sustained for a longer period of time (Ginter, Duncan and Swayne, 2018). For instance, if
management team does not support their employees they become unsatisfied and decides
to change their workplace which increases employee turnover ratio of NHS.
 External factor: Whereas, Social factors comes under external factor which highly
influence the working of management and leadership within NHS. It has been analysed
that managers of the institution need to modify their current strategies and policies as per
the needs and requirements of society.
Recommendations
With the assistance of above mentioned report on the topic of people management,
various recommendations need to be given so that sustainability will be maintained in effective
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