System Model Training and Leadership Styles

The provided document is an analysis of various studies related to system modeling and leadership theories. It covers the application of system models in healthcare management, including the use of situational leadership theory. The document also discusses the importance of employee engagement and turnover rates in healthcare settings, as well as the role of HR practices in knowledge brokering by hybrid middle managers. Furthermore, it touches on innovation in public sectors, strategic management of healthcare organizations, emergency management, knowledge management, and cost-effectiveness analyses.

Introduction to People
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
Presenting theoretical model with the three areas..................................................................1
Describing role and priorities of NHS management and HR functions.................................3
Presenting different internal and external factors...................................................................4
Recommendations..................................................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
People management is also known as human resource management and their main task is
to recruitment, management and provide support to their employees in order to take a business at
further level of success. The report main aim is to describe three strategic people management
such as leadership and management, training and development and talent management. The
present study is based upon case scenario of NHS. As the report provide theoretical model of all
the three areas and their uses to the current NHS scenario. Further report describe the role and
priorities of NHS management and different functions of HR and also present internal and
external factor that influence these areas with recommendations.
Presenting theoretical model with the three areas
Leadership and Management: It is one of the most effective area for NHS because it
helps to provide direction to their employees in order to achieve the aims and objectives
(Brownson and et.al., 2017). One of the most effective model is situational leadership model
which states that leader of the company should opted leadership style as per the situation and
thus there is no best way to lead a team. In the context of the case scenario, NHS facing some
issues and therefore, there is a need to follow situation leadership style which supports four
styles such as
Supporting: Leaders support their employees and involves their employees in the
decision making process by increasing the ability to work independently (Situational leadership,
2018).
Directing: Leaders of manager provide direction to their employees to work effectively.
Coaching: employees have a desire to work independently but because of lack of skills
and experience they need guidance.
Delegating: Employees will easily adjust their work and they also did not need support
from their employees.
Training and Development: It is another important area in which HR work and for this
system model is used by NHS in order to cope up the issues (Collini, Guidroz and Perez, 2015).
System model consist of five phases and training should be achieve in order to help the
employees to perform their work. Phases are:
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 Analysis: Under this step, HR of NHS will identify the need to training to their
employees. As the company having issues of low performance and slowly growth in the
financial budget. That is why there is need to provide training.
 Designing: In this step, leaders has to hire trainer who help to meet out the training
objectives in an effective manner.
 Developing: The phase require list out all activities in the training program which will
help employees to learn and select delivery method and make sure that this training is
accomplished the goals and objectives.
 Implementation: After proper designing, leaders of HR of NHS should implement the
training program in well manner because one wrong step will lead to failure of whole
training.
 Evaluation: During this, evaluating each phase and them make necessary changes in
order to raise the working performance of the employees so that it will easily resolve the
issues of NHS (Cook and et.al., 2017).
Talent Management: It is a four step approach which is used by HR in order to measure
the talent management to demonstrate the impact. Steps are as mentioned below:
 Definition: Talent management refers to the basic requirement of HR of an organization
in order to meet out the needs of the business. Further it is a specific planning that helps
to improve business value which help company to reach the objectives or goals.
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Illustration 1: Five phases of System model training
(Source: Training model, 2018)

 Focus: Talent management mainly focus the gaps between the past and present
performance. Through skilled professionals, HR of the company will easily focus on their
employees and identify their talent.
 Process: A set of transparent process which help HR to identify the talent in their
employees through job descriptions, grading structure and interview and using nine grid
box model the HR will easily find out or develop talent (Currie, Burgess and Hayton,
2015).
 Action: If talent management is done in proper way then it will provide positive
outcomes which help the employees to raise their production level.
Describing role and priorities of NHS management and HR functions
Role and priorities of NHS management: NHS provide their services from last 70
years to their customers and without skilled and dedicated managers, the company did not leas
and able to run effectively because they treat and care for the patients and provide best services
with their affordable prices. On the other side, the managers of NHS also look after large number
of staff and run the services and their department with tight accountable and budget. NHS main
priority is their patients and employees. Therefore, sometimes it is quite difficult for them to
manage the whole system because of low historical standards and developing high technologies.
As the company have skilled leader and HR who always provide better solution to their complex
problem which lead a business towards a success.
HR functions: HR of NHS main function is to recruit the best candidate for the welfare
of the company which help to manage the business in the well and effective manner (De Vries,
Bekkers and Tummers, 2016). HR also know the importance of managing the employee relation
and resolve the issues in order to make their employees retention power. As employees are the
pillars of an organization and management should also organize activities which help them to
know employee at personal as well as professional level. BY maintaining good working
condition with the employees are helpful for the system to complete the work on time. To
support the management, HR of the company also should provide compensation and other
benefits to their employees. In this way the employees make themselves comfortable and also
raises their production level in order to reach at further level of success.
Beside this, the HR also provide training and development session to the new employees
which help a management system. The training also required new hired and promoted
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supervisors because they know how to handle such situation and maintain employee relation
through training. It has been analysed that this method is helps to improve the current as well as
future performance of the employee by increasing the ability of an employee by increasing the
skills and knowledge regarding the particular subject (Ginter, Duncan and Swayne, 2018). In this
way, the HR function will easily support the business as well as management which further help
to resolve many issues regarding the employees.
Presenting different internal and external factors
Factors Internal Factor External Factor
Leadership and
management
Staff: If the employees of the firm
will easily accept the changes and
then work as a team then it will help
managers or leaders to achieve the
goals. But in NHS, because of lack of
skills, conflicts are increases and as a
result, this directly affect the
leadership and management.
Money: Because of lack of capital,
the company did not proceed towards
a success and also affect the
management. Such as HR will not
able to recruit the best candidate
because firm did not able to fulfil the
needs (Haddow, Bullock and
Coppola, 2017).
Organization culture: This affect
the leadership in adverse way such
that leaders and mangers have to
accept the change in order to
perform the things in better way.
Organization Resources: As
leaders are directly depend upon
the company's resources such as
staff, technology and physical
resources in order to achieve the
goals. But in the case of NHS, the
company did not easily accept the
new techniques and policies and as
a result the leadership affect in
negative way.
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Training and
development
Lack of planning: the company's
Manager or HR did not have proper
planning regarding training and
development then it affects the
production level in negative way. On
the other side, having proper strategy
to organize the training session will
help to raise production level.
Organization Resource: If the
company have enough resources then
it will help to create positive impact
upon the business. Such that if the
company have efficient staff members
and capital then training and
development sessions are successful
(Hislop, Bosua and Helms, 2018).
Technology: In this competitive
era, there are lot of new
technology in the market. But by
using online training sessions
which will helpful for the firm to
creates positive impact upon the
business (Sanders and et.al.,
2016). Thus, it will help a system
to raise the production level and
profitability as well.
Talent
management
Planning: This factor directly affect
the talent management in negative
way such that if HR of NHS are
enable to provide proper planning
regarding recruitment and selection
procedure then they did not find a
suitable candidate (Wager, Lee and
Glaser, 2017). Thus planning should
be appropriate.
Salary and Benefits: Due to lack of
resources, the company did not
provide salary benefits to their
employees then it affect the system in
negative way. If the company provide
proper salary benefits then it increases
Organization Culture: As culture
is complex and it also affect the
talent management in negative
way such that because of complex
structure the employees did not
accept the culture and as a result, it
loss many employees.
External Environment: because
of new advance technology, and
changes in social factor, the talent
management directly affect the
company's overall process. O
increases the production level of
the employees, it is quite
necessary for the leader or
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the chances of talent retention. managers to develop strategy in
order to cope up different external
factors (McCann and et.al., 2015).
Recommendations
As NHS has many issues and there is a need to resolve this in order to reach at
further level of success. Therefore, it is to be recommended to the company's manager to follow
this strategy in order to cope up with the issues. These suggestions are as follows:
 In order to move with this competitive world, NHS has to adopt all advance technology
into the working area so that it will help to increases the sales and take better decision for
the growth and success of a company.
 Beside this, it is also recommended to NHS to hire those candidates who have variety of
skills and capabilities which will help a business to reach at further level of success.
 By proper training sessions to their employees by hiring the best trainer who provide
different strategy in order to raise the productivity of the employees and as a result, it
helps to increase production level as well as sales with higher profitability (Turner,
2018).
 As the quoted firm is also faces some issues regarding the financial performance,
therefore it is recommended to a firm to opt various strategy such as Benchmarking and
Key performance indicators in order to measure the performance of their employees. And
HR of NHS should also monitor the performance of their employees and if found any
loopholes, then immediate take an action.
 Company's leaders needs to opt situational leadership theory in order to opt style as per
the situation, which help a business to accomplish all the objectives as well as goals in
defined manner (Stark, 2015). Through this way, the company can easily cope with the
current issues and can reach further level of success by adopting new and advance
techniques into the working area which helps to maintain financial budget as well.
CONCLUSION
By summing up above report it has been concluded that by applying effective training
and development methods, the HR of NHS will easily resolve the issues and manages the system
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in better way. In addition to this, report also concluded that if the system have effective
leadership and management system then it will easily raises the production level of the firm and
also concluded HR functions will support a management in order to reach a business at further
level of success. Beside this, present study concluded that leadership, training and talent
management are also influenced by some internal as well as external factors and it is quite
necessary to provide different recommendations in order to resolve those issues which creates
negative impact upon business performance.
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REFERENCES
Books & Journals
Brownson, R. C. and et.al., 2017. Evidence-based public health. Oxford university press.
Collini, S. A., Guidroz, A. M. and Perez, L. M., 2015. Turnover in health care: the mediating
effects of employee engagement. Journal of nursing management. 23(2). pp.169-178.
Cook, A. and et.al., 2017. Complex trauma in children and adolescents. Psychiatric
annals. 35(5). pp.390-398.
Currie, G., Burgess, N. and Hayton, J. C., 2015. HR practices and knowledge brokering by
hybrid middle managers in hospital settings: the influence of professional
hierarchy. Human Resource Management. 54(5). pp.793-812.
De Vries, H., Bekkers, V. and Tummers, L., 2016. Innovation in the public sector: A systematic
review and future research agenda. Public administration. 94(1). pp.146-166.
Ginter, P. M., Duncan, W. J. and Swayne, L. E., 2018. The strategic management of health care
organizations. John Wiley & Sons.
Haddow, G., Bullock, J. and Coppola, D. P., 2017. Introduction to emergency management.
Butterworth-Heinemann.
Hislop, D., Bosua, R. and Helms, R., 2018. Knowledge management in organizations: A critical
introduction. Oxford University Press.
McCann, L. and et.al., 2015. “You Can't Do Both—Something Will Give”: Limitations of the
Targets Culture in Managing UK Health Care Workforces. Human resource
management. 54(5). pp.773-791.
Rong, K. and et.al., 2015. Understanding business ecosystem using a 6C framework in Internet-
of-Things-based sectors. International Journal of Production Economics. 159. pp.41-55.
Sanders, G. D. and et.al., 2016. Recommendations for conduct, methodological practices, and
reporting of cost-effectiveness analyses: second panel on cost-effectiveness in health and
medicine. Jama. 316(10). pp.1093-1103.
Stark, J., 2015. Product lifecycle management. In Product Lifecycle Management (Volume
1) (pp. 1-29). Springer, Cham.
Turner, P., 2018. The Role of the Board, the Executive Team, Line Managers and HR
Professionals in Talent Management. In Talent Management in Healthcare (pp. 315-338).
Palgrave Macmillan, Cham.
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Wager, K. A., Lee, F. W. and Glaser, J. P., 2017. Health care information systems: a practical
approach for health care management. John Wiley & Sons.
Online
Situational leadership. 2018. [Online]. Available
through:<https://www.verywellmind.com/what-is-the-situational-theory-of-leadership-
2795321>.
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