Introduction to People Management

This report provides an introduction to people management, focusing on leadership and management, training and development, and talent management. It discusses key theoretical models, the role of NHS management and HR functions, internal and external influences, and provides recommendations.

Introduction to People
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
AREA 1-Leadership and management............................................................................................3
Key theoretical models of leadership and management..............................................................3
Role of NHS management and HR function...............................................................................3
Internal and external influence in the leadership and management............................................4
Recommendations.......................................................................................................................4
AREA 2-Training and development................................................................................................4
Key theoretical models for training and development................................................................4
Role of NHS management and HR functions.............................................................................5
Internal and external influence....................................................................................................5
Recommendation.........................................................................................................................6
AREA 3 Talent management NHS..................................................................................................6
Key theoretical models for Talent management.........................................................................6
Role and priorities of NHS management and HR functions in supporting management...........7
Internal and external influence in the talent management...........................................................7
Recommendation.........................................................................................................................7
CONCLUSIONS..............................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Mangers people development, their work activities and their performance with the goals
optimizing efficient use of the talent. Focus on the channeling and unlocking. Organization sees
employees potential as key to NRC's success.
This report will cover case study of NHS company and it will cover 3 areas which will
include leadership and management, training and development, talent management. According to
this three areas this report will analyses and discuss key theoretical models, role and priorities of
NHS management and HR functions in supporting management in the end this report will
provide relevant recommendations the portfolio highlights.
AREA 1-Leadership and management
Key theoretical models of leadership and management
Situational theory
Situational leadership theory propose that leaders choose the best curse of action to
overcame from the different situations. NHSA can use this theory for the development of the
leaders in the company and their work environment. Different leadership styles can be more
appropriate for the certain type of the decision-making (Alameda-Pineda, Ricci and Sebe., 2019).
Leaders of the NHS will use different type of the leadership style in different situation for
example- in any kind of situation in the company's workplace where leaders of the company are
most knowledgeable and experienced n their team, an authoritarian might be a one of the most
appropriate. Democratic style will be better for the NHS leaders if their group members have
skills and knowledge, or they are able to take part in the decision-making.
System theory
Mangers of the NHS company should use system theory to mange and produce some
result for the company. In this theory mangers of the company investigate and describe goals and
objective of the company and motivate worker to work in a group, so they can produce some
result for their company.
Role of NHS management and HR function
NHS management has important role in the development of the working environment for
the employees, so they can work properly and produce some out comes for the company. It is
imprt5ent for the mangers to guide their employees and make them understand how to care their

patent how they should help them in treatment , so patent can feel better and get good treatment
from the NHS hospital.
HR can help in the leaders' development, and they can define them their role and provide
better and skillful team for the leaders, so they can can work better and achieve the objectives of
the NHS (DICKMANN, BREWSTER and SPARROW., 2016). Leader needs employees who
can follow their guidance and help them to achieve the set goals.
Internal and external influence in the leadership and management
Leaders and management have different role in the internal and external influence like
business culture in the NHS workplace. Mangers and leaders of the company should make
working environment conditions for the employees and staff, so they can provide better health
care to the patient. They should provide facilities to the patents like fulfillment of their demand
and take care of them, check up on time etc.
leaders and mangers of the NHS should understand that impotence of social factors
because NHS provide health care services to the people and their main motive and objective to
provide the best possible treatment and care of the publicly health so it is impotent for them to
make strategies to help patents and provide them a treatment which can improve their help
related problem and they can satisfy with the NHS services (Dugdale, Negre and Turoff., 2018).
Recommendations
Leaders and mangers of the NHS company play important role to mange and lead the
employees and staff member's. They are superiors of the company, for the leaders they should
use better leadership style which can help employees to understand the task, and they can
achieve the set goals with the skillful members and Managers of the company helps to leaders
and manager all the staff of the company so it is important for the NHS to develop their mangers
by using the management skills, so they can mange the employees in the company, and they will
able to give their best toward the health of the Public. It is impotent for the development of
leaders and management of the company because they are responsible for the all task and
operation in the NHS company.
AREA 2-Training and development
Key theoretical models for training and development
Theory of learning types

The heory presented by Gagn emphasized on learning of intellectual skills. These are
such skills which are found rare among the persons. He suggested by different learning types in
his theory and each learning type contains some external and internal conditions. The five
categories of learning which Gagne defined in his theory include intellectual skills, verbal
information, attitudes, cognitive strategies and motor skills. This can include training of the NHS
employees for the health and care and sharing of the experience by the knowledge persona nd
prctcle sessions for employees.
Theory of Experiential learning
Experiential and cognitive types of leaders are totally differed from the experiential
learning. According to the author this learning can gives the person a maturity and inverses the
learning power along with the knowledge . Due to the personal involvement , the learning of the
NHS employees will able to conduct a self evaluation test, which will help him to know and
understand the affect of learning on their attitude. NHS employees can learn to motivated
themselves, and they can give better treatment to the patents from the other's experience and
knowledge.
Role of NHS management and HR functions
government is providing fund to the help care organization for their employees
development and training and NHS is one of them, it is important for the management and of the
company to understand the importance of training and development of the employees.
Management team is responsible to record the performance of the employees and employees
who are not performing well in company, mangers should provide them training. HR manger of
the company organize the training programs, and they help employees to increase their
performance thorough the training and development.
Internal and external influence
Internal training is given by the mismanagement of the NHS company for the
development of the employee (Hurmelinna-Laukkanen and Olander., 2019). They record the
performance of the employees such as nurses and staff member which are related to the health
care services in the NHS. After recording the performance of the employees they select the
people who need training and give them a proper training, so they can develop skills to provide
public care within the organization and help NHS to achieve the objectives. This ios important

for the emplkoyees in the NHYS company because they get a chance to develop their skills and
it also increases their potential and work performance during the treatment of the patents.
In the external training NHS employees will attend seminars in which they will learn
from the experience person from the health and care field . They provide training session by
showing them practically and orally (Noe And et.al., 2017). This can be helpful for the
employees to take experience from some experts in this field, and they can develop skills and
implement those skills in themselves. This can also be a better option for the NHS employees it
can influence on their day to day performance, and use it on the workplace on the NHS
company.
Recommendation
Training programs and development can effect the employees of the NHS company, and
they can provide better treatment to the patents professionally. I8t will provide job satisfaction to
the employees and it will make easy to do any task, because they will learn public treatment
related task in the training programs. This also motivate employees and increase their work
efficiency in the process and in the result NHS will get result in their financial statement.
Training an development programs will also increase innovation in the staff members, and they
can perform their task in better ways.
AREA 3 Talent management NHS
Key theoretical models for Talent management
According to the anther (Sakurai., 2019) talent management is not only about recruiting
and hiring a people according to the needs of the company, it is also necessary when they need to
hire. In the traditional models of the recruiting and hiring supply meant development people
internally for future. There are so9me upfront investment of the candidates to recovered through
the enhancing their performance over the time. There are equal chances of the making and
losing by investment on the people.
Hiring from the outside or the temporary employment on the other hand was seen as
something that cannot fetch you substantial returns and or act as potential source of knowledge
and competitive advantage. Talent management is a process that emerged in the 1990s and
continues to be adopted, as more companies come to realize that their employees’ talents and
skills drive their business success. Companies that have put into practice talent management have
done so to solve an employee retention problem.

Role and priorities of NHS management and HR functions in supporting management
NHS company is committing to dicover4 and develop talent from the ward to board, and
they understand that it is an essential element in the strategic goals and aids in the success in the
future for NHS, In this framework is important for the management to realize the aim of the
employees and staff members of the company so NHS can achieve future goals and staff
members can take higher responsibility in the company (Wilton., 2016). This is important for
mangers to mentor and record the performance and give them proper guidance and information
about their task. HR mangers should provide them a skill development programs so they do no
need to hire employees from out, and they can give higher responsibility to they employees who
are working in the organization from long time. Mangers have to monitor the STP's and ACS's
program which are created by the NHS company.
Internal and external influence in the talent management
Internal influence in the Talent management are the employees and staff members of the
company who have potential to take higher position in the company6 and NHSD do not need to
hire employees from the outside. This is important for the NHS because if they will hire
employees from the out side then their employees who are working from long in the company
will not get chance to take higher responsibility in the company.
External influence are candidates who specifically hire from the outside of the company
to take hire positions in the NHS (Wild., 2017). They recruit the people who are suitable for the
job according the skills required in the particle job, and they take higher positions in the
company. This will not be beneficial for the company because they have to provide proper
training to that employees and make them understand their responsibility in the company. This
can take long time and high investment.
Recommendation
NHS have lunched their program, so they so not need to hire candidates from the outside,
and they can give future responsibility in the company such as NHS has provided equipment to
the employee, so they can work better and take future responsibility but it is also responsibility
of the superiors in the company because they have showed them their Aims and objectives in
they company and give them a higher responsibility to the emp0loyees, so they give their best to
archive those opportunities which can be beneficial for the employees, and they can take higher
positions in the company (Stark., 2015).

CONCLUSIONS
As per the above report has analyzed the case study of NHS. This report has been based
on the 3 areas which has been included leadership and management, training and development,
talent management. According to this three areas this report has been analyzed and discuss key
theoretical models, role and priorities of NHS management and HR functions in supporting
management in the end this report also has been provided relevant recommendations the
portfolio highlights in each area.

REFERENCES
Books and journal
Alameda-Pineda, X., Ricci, E. and Sebe, N., 2019. Multimodal behavior analysis in the wild: An
introduction. In Multimodal Behavior Analysis in the Wild (pp. 1-8). Academic Press.
DICKMANN, M., BREWSTER, C. and SPARROW, P., 2016. Introduction and Overview of
IHRM: Contemporary HR Issues in Europe. In International Human Resource
Management (pp. 35-48). Routledge.
Dugdale, J., Negre, E. and Turoff, M., 2018, January. Introduction to the Minitrack on
Communication and Information Systems Technology for Crisis and Disaster
Management. In Proceedings of the 51st Hawaii International Conference on System
Sciences.
Hurmelinna-Laukkanen, P. and Olander, H., 2019. Introduction to managing people for
technological innovation. Int. J. Technology Management.79(3/4). p.211.
Noe, R. A. And et.al., 2017. Human resource management: Gaining a competitive advantage.
New York. NY: McGraw-Hill Education.
Sakurai, R., 2019. Introduction: New Perspectives of Wildlife Management. In Human
Dimensions of Wildlife Management in Japan (pp. 1-4). Springer, Singapore.
Sherratt, F., 2015. Introduction to construction management. Routledge.
Stark, J., 2015. Product lifecycle management. In Product lifecycle management (Volume 1) (pp.
1-29). Springer, Cham.
Wild, T., 2017. Best practice in inventory management. Routledge.
Wilton, N., 2016. An introduction to human resource management. Sage.