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Line Manager Challenges in Human Resource Development

   

Added on  2021-01-02

11 Pages3186 Words143 Views
Professional DevelopmentData Science and Big DataNutrition and WellnessHealthcare and ResearchPolitical Science
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TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1AREA 1 ...........................................................................................................................................1Assessing key theoritical models and their applications in the context of NHS with regards toleadership & management, training & development and talent management .......................1Assessing key roles and priorities of NHS management and HR function ...........................3Identifying different internal and external factors which in turn affect 3 highlighted areas..3Understanding of contemporary issues faced by line managers relating to peoplemanagement............................................................................................................................4Recommendation and improvement for development of NHS..............................................5CONCLUSION................................................................................................................................6REFERENCES................................................................................................................................7
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INTRODUCTIONThis report will highlight an understanding of knowledge, skills and behaviour to be aneffective manager for better operational efficiency and productivity. It also includes key humanresource processes like training and development which are essential for the performance ofmanagement at workplace. This report also analyses contemporary issues faced by line mangersrelating to management.Further this report also highlights key theoretical models and their application on thecurrent scenario of National Health Services (NHS). It also includes roles and priorities ofmanagement of NHS and its human resource function in support of management. It alsohighlights internal and external factors which influences leadership and management, trainingand development and talent management.AREA 1 Assessing key theoritical models and their applications in the context of NHS with regards toleadership & management, training & development and talent management Management is a key person in the department who aims at managing individuals andemployees of NHS. Management also aim at planning, organising, directing, controlling andmonitoring the operations of NHS. Management has a thorough knowledge about the NHS andits services. Management has an effective operational skills, technical skills, conceptual skills,human skills, decision making skills, administrative skills, analytical skills and leadership skillsfor better efficiency and productivity of NHS. Management behaviour like effective and clearcommunication, problem solving attitude and conflict resolution, time management, stressmanagement and maintaining work life balance plays a key role to be an effectivemanger(Gopee and Galloway, 2017).Leadership in an organization plays a key role in the effective working of the NHS.Leader aims at guiding employees and individuals of the organization and motivate them toperform a particular task. An effective leader has skills to lead and influence others. Leader hasan ability to interact with its subordinates and make strategic decision (Chen and et.al., 2018).Leader possess various skills like interpersonal skills, technical skills and conceptual skills foreffective decision making and achieve goals and objectives of NHS. Leadership behaviours likebuilding trust, integrity and ethics, encouraging innovative thinking, rewarding for performance
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andcoachingpeople(Thorpe, 2016).Current scenario of National health services reliance :NHS is using temporary agency work which is putting organization at threat which leadsto lower morale and increase in risk to patient care (Morgan-Jones, 2018). NHS is also shortfallof employees as it has inefficiencies in recruiting prospective candidates for the job who hasdesired skill and knowledge to perform particular work and also due to short term illness andmaternity leaveManagement theory applied to NHS System theory: This theory of management helps in focusing on each sub department ofthe healthcare organization to increase operational efficiency of the the national health services(NHS). Each department of the organization is crucial for effective growth and management ofoperations which leads to synergy in the NHS. System approach of management will help reduceineffective functioning of the organization and will leads to smooth flow of organization (Wangand et.al., 2018). This approach also aims at providing effective healthcare services byintegrating the business as a whole and efficiently achieve goals of the organization (Tuczek,Castka and Wakolbinger, 2018).Leadership styles according to current scenario of NHSDemocratic leadership style: Thisstyle of leadership encourages staff nurses of theNHS to openly communicate their ideas, opinions and views which are considered by leader inthe decision making process (Dello Russo, Mascia and Morandi, 2018). This helps in buildingstrong relationship within the healthcare organization which helps in increase morale ofemployees and reduces the risk of employee turnover which helps in retaining prospective andskilful nurses in NHS. Internal factors influencing management and leadership.STAFF NURSES: NHS is affected by internal factors which influences theworking of the organization. Staff of the healthcare organization is facing major issue of staffshortages which affect the operational efficiency and functioning of the organization. Solution: Leaders and management of the organization make strategic plan like new fast track“nurse first” programme, use of e- rostering and effective job planning and support newadvanced clinical practice (ACP) nurse role to reduce employee turnover and retain prospective
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