NHS Management and HR Functions Analysis

This report discusses the role and priorities of NHS management and HR functions in supporting effective management. It highlights the importance of robust induction programs, equal opportunities for staff, and statutory mandatory training. The report also explores the responsibilities of HR managers in implementing long-term relations with employees and provides an overview of leadership and management techniques available for training and development.

NHS Management Style

Table of Contents
Executive Summary.........................................................................................................................1
Introduction......................................................................................................................................2
Area 1: Leadership and management ..............................................................................................2
Key theoretical models within the 3 areas and their application to current NHS scenario.........2
Role and priorities of NHS management and the HR functions in supporting management.....3
Different internal and external influence on NHS......................................................................3
Relevant recommendations portfolio highlights.........................................................................4
Area 2: Training and Development..................................................................................................4
Key theoretical models within the 3 areas and their application to current NHS scenario.........4
Role and priorities of NHS management and the HR functions in supporting management.....5
Conclusion.......................................................................................................................................5
References........................................................................................................................................7
.........................................................................................................................................................7

Executive Summary
In today's world leaders face complex challenges such as recruiting the employee's,
developing the plans that would generate a good amount of income for organisation. While
management of organisation is the key responsibility of managers. It has been seen in the report
that an organisation such as NHS, leadership and management plays a crucial role in defining the
functions. It is analysed that HR managers are one of the way that helps managers to achieve the
overall objectives of organisation. This report is done in a way that help the reader to understand
different leadership and management styles that influence the working among them. Also the
roles and priorities of NHS organisation while defining the training and development needs of
employee's would be considered. As every organisation should consider its internal and external
factors various tools such as SWOT and PESTEL analysis would be done so that NHS
organisation would be able to review their internal and external functions.
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Introduction
The emphasis of leadership through the way of achieving management is most important
for the organisation to be successful. Leadership throughout organisation and across the whole
health economy is checked as fundamental for implementing and sustaining change. Employees
in an organisation deals with different consumers to provide the best service so that they can
maximise their organisational goals. This report is based on NHS that deals in providing
healthcare services in UK to society (Anderson, 2018). In a NHS organisation there are different
types of employees having different qualification, skills and knowledge. The goal of public
health is to fulfil societies interest by assuring the conditions which promotes health in
population through organised efforts and informed choice. The report basically focuses to
attempt how effective leadership strategies can contribute in the societal high quality of health.
The key theoretical models with their applicability in the current NHS scenario would be
discussed. HR managers role and the priorities of NHS management while managing, planning,
recruitment will be evaluated. The factors such as internal and external which has the major
influence on the three highlighted areas would be given. Also the plan that will generate training
and development of the employees would be given so that employees perform effectively
according to the organisations target.
Area 1: Leadership and management
Key theoretical models within the 3 areas and their application to current NHS scenario
NHS is the organisation that deals in providing basic health care service to the society for
their development. It basically has three issues that HR manager and the management should
focus which consist of Leadership, training and development of employee's working with them.
The term leadership is imperative for NHS so as to sustain success for the public health. It is
defined in various ways so that organisation can improve the way how it works in daily routine.
Leadership is a process that involves influence that occurs within a group context. Leadership
and management are two concept that can be used interchangeably. Leadership is a process that
can be used with management. While on the other hand management means to provide order and
consistency in organisations.
There is a big difference between managers and leaders that helps in creating a better
working environment in NHS organisation. On the other hand, leaders take risks while
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performing their duties while managers controls the risk so that organisation is able to achieve
success (Armstrong and Taylor, 2014). In NHS organisation the leaders focus on personal
growth while on the other hand, managers rely on existing skills that are in the employees and
take steps to improve them.
The traits of an effective leader include, Emotional stability, Dominance, Enthusiasm,
social boldness, self assurance.
Role and priorities of NHS management and the HR functions in supporting management
The role of HR in managing and supporting the management so that they will be able to
work according to the pre-defined set of rules is absolutely important. Hence it is the
responsibility of the managers to manage the activities which helps them to resolve the issues
faced while operations of company are being performed. In NHS there are different roles and
responsibilities which are performed by managers such as planning related to the financial
assistance where managers plan work in an organisation according to the financial requirements.
This helps them to easily make strategies that will help them to maintain the cost while
performing their daily task. They should also plan in a way that would generate a low cost while
hiring the employee's. Also managers do the work of motivating the employees which helps
them to provide best healthcare services to patients. While market analysis is the main role and
priority of managers which helps them to plan the work according to the changes in environment
such as change in technology and political scenario etc. while HR managers has to function in a
way that helps in supporting management so that organisational goals can be accomplished
(Eskin and Cornell, 2016). HR plays various role of recruitment, selection and motivating the
employees so that they employees gets motivated and management gets the best employees who
are best suitable for organisation. They also help in resolving issues such as maintaining good
relations among employee's which will decrease the chances of conflicts among them. This will
make employees to provide good quality services.
It is the priority of NHS that they should build a better relationship with the clients that
comes to visit them. This has been in the top list of NHS. Also the are working on receiving
feedback from the patients and working on it so as to provide them a better service. Management
has started to delegate the relationship among employee's so that the employee's doesn't get
demotivated through increased work force. All these has been the main the priority of leadership
and management in NHS organisation.
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Different internal and external influence on NHS
There are various issues in NHS which will influence the working of NHS. Internal
factors are also considered as micro factors and external factors are considered as macro factors.
Various factors such as SWOT of NHS that helps them to identify the different situations that
will influence the working among them. Some of the internal factors such as size of company,
promotions of employees, line managers and the training and development affects the working
condition of employees. As NHS is one of the biggest organisation in UK which helps in
promoting social health care services. As strength of NHS for employees includes good package,
management has defined a mechanism that works well for employees. Weakness of NHS for
employees that influence the work performance of employee's includes pay compression
between bands, low recognition of employee's performance.
While on the contrary some of the external factors that influence the 3 key factors such as
management, leadership and training development programme (Groff and Jones, 2012). These
factors include PESTEL as one of the main analysis. As political factors include resent changes
in political leadership and government in a country. Economic factors include maintenance of
financial performance which should be considered while operating their daily routine work.
Some of the legal and technological factors also includes need of technology in current
environment and compliance of all the legal framework which will influence the working in legal
scenario.
Relevant recommendations portfolio highlights
As the organisation is already performing their task in proper manner but every
organisation has the scope of improvement so that they can increase their performance. It is
recommended to NHS that they should formulate a proper management and leadership practices
that will influence the working of organisation. HR manager should take various steps that will
influence and motivate the employees through development programmes. Employees should be
given proper training for the role that they are hired for. Managers and HR should focus on the
pay and the benefits that they are providing to employees and it should be fair according to the
responsibilities fixed. The style of management needs to be further improved so that the
organisational goals which are set by the leaders are achieved on time.
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Area 2: Training and Development
Key theoretical models within the 3 areas and their application to current NHS scenario
Training and development is the subsystem of an organisation which emphasis on the
improvement and development of employees working with them. It is the educational process
that includes sharpening of skills and concepts through which employees can provide best
service to the patients. Training and development programme for employees has its importance
as it helps the organisation and employees both to increase their performance achieve the overall
objectives of organisation (Haddow, Bullock and Coppola, 2017).
It has certain benefits which includes optimum utilisation of human resources,
development of skills, increase the productivity and to improve the moral and corporate image. It
is essential for an organisation to provide training and development of employees so that they are
able to revise its goals and efficiencies with the change in environment. Effectiveness of
Training can be evaluated by the management and HR by watching the reaction of employees
how they reacted to training programme, by measuring the learning of how trainees learn from
the programmes and are they capable of introducing the techniques that they have learned in
practical sense.
Role and priorities of NHS management and the HR functions in supporting management
HR manager in NHS organisation plays a vital role so that they are able to conduct a
fruit-full training and development programme for the employee's. A robust and relevant
induction into the organisation is essential so that employees who are recruited work in best and
proper way to provide best service to patients. NHS has the priority in training and development
as they want that they are able to comply with the demands and challenges in the current market.
NHS looks into the priority that they are able to provide equal opportunities to every staff that
they employees (Hislop, Bosua and Helms, 2018). The organisation priorities that all the
employees who are working in the organisation practice support and clinical supervision. The
roles and responsibilities of employees are suggested in best way to all the employee's recruited.
HR also helps the management in deciding about the roles and priorities of the such as the
employees are given statutory and mandatory training which is required by the employees when
they are recruited. Also the managers are involved in critical training and development
programmes so that it can become effective.
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Conclusion
In the above report it is concluded that it is the responsibility of HR manager to
implement the strategies so that long term relations with employees can be maintained. This
report contains the different models of leadership and management. Also the techniques that are
available with training and development are also discussed. Management and leadership should
be done in a way that it supports efficiency in providing best services to customers. Market
analysis are the responsibilities of the managers and should be done in proper manner.
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References
Books and Authors
Anderson, D. R., and et. al., 2018. An Introduction to Management Science: Quantitative
Approach. Cengage learning.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Eskin, F. and Cornell, J., 2016. Introduction. In Problem-Based Learning for Health
Improvement(pp. 9-18). CRC Press.
Groff, T. and Jones, T., 2012. Introduction to knowledge management. Routledge.
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.
Hughes, O. E., 2012. Public management and administration: An introduction. Macmillan
International Higher Education.
Solove, D. J., 2012. Introduction: Privacy self-management and the consent dilemma. Harv. L.
Rev..126. p.1880.
Stark, J., 2015. Product lifecycle management. In Product Lifecycle Management (Volume 1)
(pp. 1-29). Springer, Cham.
Wang, C. and Zhang, P., 2012. The evolution of social commerce: The people, management,
technology, and information dimensions.CAIS. 31(5).
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