Leadership, Training, and Talent Management in NHS

This study focuses on leadership, training, and talent management in the NHS. It explores the importance of effective leadership, training and development programs, and talent management strategies in the healthcare sector. The study also discusses the skills and qualities required for successful management in the NHS.

NHS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Leadership and management.......................................................................................................1
Training and development..........................................................................................................3
Talent Management underpin Performance Management..........................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
People management in turn is considered to be as an appropriate procedure of motivating,
training and directing the employees of the organization (Allcock and et.al., 2015). This helps in
optimizing the productivity of the work place by focusing on promoting promotional growth.
This study will focus on key areas such as training and development, leadership and management
and talent management underpinning the performance management of the NHS. This study will
also focus on various theoretical models and various skills required by the management in order
to deliver with the three key areas. The National Health Services (NHS) was founded in the year
1948. It tends to offer wide degree of national health services to the customers. They tends to
offer free services to the entire population.
MAIN BODY
The National Health Services (NHS) is considered to be as one of the most leading company
which tends to offer wide degree of national health services to the customers (Hunter and et.al.,
2015). It is a publically funded health care system within the England. It is also considered to be
as one of the 2nd largest single payer health care system across the globe. NHS was founded in
the year 1948 and is also headquartered in Richmond House, London, England. NHS in turn is
largely responsible for the various set of roles and responsibilities in order to support the patients
who in turn has been seeking care. It is in Great Britain and also tends to offer comprehensive
public health services to the customers under the administration of the government. NHS tends to
offer free services to the entire population.
Leadership and management
Leadership is mainly referred to as how the people believe in the vision of the individual which
in turn has been set for the organization. Leaders tends to work together in order to achieve the
various set of goals and objectives of the company (Alderwick and et.al., 2016). However, the
management of the company tends to focus on administering the various day to day activities
which in turn is considered to be very useful in the attainment of the goals and objectives of the
NHS. A good set of leaders within the NHS in turn helps in encouraging various health care
practitioners in order to work towards the common goal of the NHS. The key goal and objectives
associated with the NHS is that, the NHS must in turn focus on improving the well- being and
health of the people. The management of the NHS in turn tends to provide wide range of health
care services to the millions of people across the country (Agarwal and et.al., 2016). They have
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dedicated and skilled managers in order to lead and run the various operations of the business in
order to care and treat patients. Management in the National Health Service in turn focuses on
the wide degree of development of the NHS in order to specialize in the various task possible.
The nature of the National Health Services in turn tends to require managers and leaders at
various multiple levels (West, Dawson, and Kaur, 2015). The NHS tends to focus on distributed
leadership where they have strong network and multi- disciplinary systems which in turn is
usually emphasized by National Leadership Council. Leadership development and leadership
talent in turn tends to exist at various levels of the department which in turn helps in providing
high quality care services to the customers. The management of NHS is very useful in providing
enormous level of care services to the various millions of people across England. It helps in
treating patients with care and respect. The mangers of the NHS in turn tends to require skills
such as persuasion, influencing skills, negotiations skills, etc. in order to attain various set of
goals and objectives which in turn leads to higher sustainable growth and productivity
(Umasunthar and et.al., 2015). The key management skills which are required to carry out the
various day to day activities is mainly associated with the Planning, Decision-making skills,
communication skills, motivating skills, problem solving skills, interpersonal skills and
conceptual skills which helps in carrying out the various business practices which eventually
leads to the attainment of the goals and objectives of the NHS. The key leadership skills
associated with the NHS mainly includes patience, positivity, empathy skills, reliability,
positivity, effective feedback, dependability skills, active listening skills, management skills, etc.
which helps in carrying out the various business practices and leading people to work in a certain
direction which eventually leads to the attainment of the goals and objectives of the NHS.
Management skills is very useful in effectively avoiding the various crisis situations which helps
developing the practical and learning experience if the manager. People management is
considered to be as an appropriate procedure of motivating, training and directing the employees
of the NHS organization to attain higher growth and sustainability (West, Dawson, and Kaur,
2015). These management and leadership skills in turn is considered to be very useful in dealing
with the situations with the subordinates. It is considered to be very useful in flowing the various
activities within the NHS organisation. Good management and leadership skills helps in
succeeding the attaining the goals and objectives of the organisation.
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Training and development
Training and Development in turn is considered to be as one of the most appropriate which
is very useful in giving time to time training to the individuals in order to provide the best
possible care services to the patient. It is considered to be very useful in improving the ability of
the employee to learn new things in order to perform exceptionally well (Bainbridge, 2015).
Training and development in turn is considered to be very useful because it helps in changing the
attitude of the employees and it also helps in increasing the knowledge and skills of an
individual person.
Training in turn is considered to be as an educational process which in turn tends to need various
set of professional skills such as change of the attitude sharpening of the skills, gaining high
degree of knowledge, etc. in turn is considered to be very useful in the enhancement of the
employee performance (Malik and Rowley, 2015). The staff of the NHS who in turn has been
working in the strategic level management posts in turn is considered to be very useful as it helps
in gaining high degree of experience and knowledge related to the specific field within the NHS
organization (Training and development (strategic management), 2020). On the job and off the
job training programs will help in developing various set of skills and knowledge which in turn
eventually leads to great degree of performance within the health care organization. The people
management associated with the training and development in turn tends to include various set of
communication skills, decision making skills, leadership skills, inter- personal skills, etc. which
in turn helps in carrying out the possible work and health outcomes for the customers. However,
in the NHS the Graduate Management training scheme which in turn is considered to be as one
of the most intensive programme which helps in combining various set of early responsibilities
by engaging it with the management education (Hoffman, and Tadelis, 2018). It tends to provide
high degree of opportunities in order to specialize in financials, informatics, general, human
resource, strategy management and policy management. This will also help in gaining various
hands of experience related with the health services which leads to better care services and
productivity. In service management is considered to be as an effective measure which helps in
managing various health programmes. First line managers helps in developing and consolidating
various type of management skills which eventually leads to better set of results and outcomes.
The NHS also tends to run Executive Fast trach programme for the senior management of the
organization which is considered to be very useful in local government and social care services
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which in turn leads to better care results and outcomes (Armstrong, and Taylor, 2020). It is
considered to be very useful in measuring and planning the performance and quality of the
services which in turn has been provided by the NHS.
Talent Management underpin Performance Management
Talent management is considered to be as the full scope of the human resource procedure in
order to effectively attract, motivate and retain various set of high performing employees (Knies,
and Leisink, 2018). Talent management in turn is very prominent as it very useful in improving
the various set of business practice which helps in making the employees very productive. The
key skills required to be the successful talent management mainly comprise of workforce
planning, strategic planning, alignment with the goals, leadership development, recruiting,
executive coaching, recognition programs, development of the leadership, recognition programs,
inclusion, diversity, retention and engagement, etc. These skills helps in recruiting the various
other strategic goals which eventually leads to higher sustainable growth and development.
Career development, succession planning and performance management of various skills which
eventually leads to higher sustainability growth and development of the NHS (Denning, 2018).
There are various sets of local leadership programmes and academies which helps in supporting
the various effective talent management of the National Health Services. Talent management
enables and also effectively possesses the various employees of the NHS. This way it is
considered to be very useful because it helps in improving the performance of the employees.
Hiring talented professionals and retaining range of professional within the NHS who has wide
set of skills and knowledge which in turn eventually leads to higher performance and
productivity of the NHS organization (West, Dawson, and Kaur, 2015). Developing the
leadership programmes which in turn helps in increasing the resilience and also decreasing the
performance management of the employees. Talent management is referred to as the key
essential element with the key effective leadership strategy. This way it is very useful in
developing various set of skills, values and behaviours which helps in promoting the culture and
also helps in delivering the high quality care which eventually leads to greater productivity and
efficiency (Umasunthar and et.al., 2015). The complexity within the health care in turn is
considered to be one of the most effective measure which is considered to be very necessary to
increase the various sets of motivational drivers and traits in order to increase the performance of
the employees within NHS. Moreover, the National Health Services in turn also tends to focus
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on creating the diverse workforce which helps in carrying out the operations and task with high
degree of accuracy and efficiency (Armstrong, and Taylor, 2020). This in turn is considered to be
very central for the appropriate functioning of the NHS operations. However, talent management
is very useful in improving the performance and productivity of the organization which in turn
leads to better productivity and efficiency. Hiring new talent within the organization tends to add
new idea to carry out the business which leads to better performance and productivity.
CONCLUSION
From the study it has been concluded that, Leadership which in turn is considered to be very
useful in the attainment of the goals and objectives of the organization by directing each
individual to work towards a common goal. , the management of the company tends to focus on
administering the various day to day activities. Training is considered to be as an educational
procedure which develops various set of professional skills such as change of the attitude
sharpening of the skills, gaining high degree of knowledge, etc. It has been concluded that, talent
management is considered to be as the full scope of the human resource procedure in order to
effectively attract, motivate and retain various set of high performing employees. This way it
leads to improving the various set of business practice which helps in making the employees
very productive.
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REFERENCES
Books and Journals
Agarwal, R and et.al., 2016. Benchmarking management practices in Australian public
healthcare. Journal of health organization and management.
Alderwick, H and et.al., 2016. Sustainability and transformation plans in the NHS. King's Fund.
Allcock, C and et.al., 2015. Constructive comfort: accelerating change in the NHS. London: The
Health Foundation.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bainbridge, H., 2015. Devolving people management to the line. Personnel Review.
Denning, S., 2018. The emergence of Agile people management. Strategy & Leadership.
Hoffman, M. and Tadelis, S., 2018. People management skills, employee attrition, and manager
rewards: An empirical analysis (No. w24360). National Bureau of Economic Research.
Hunter, D.J and et.al., 2015. Doing transformational change in the English NHS in the context of
“big bang” redisorganisation. Journal of health organization and management.
Knies, E. and Leisink, P., 2018. People management in the public sector. In HRM in mission
driven organizations (pp. 15-46). Palgrave Macmillan, Cham.
Malik, A. and Rowley, C. eds., 2015. Business models and people management in the Indian IT
industry: From people to profits. Routledge.
Umasunthar, T and et.al., 2015. Incidence of food anaphylaxis in people with food allergy: a
systematic review and meta‐analysis. Clinical & Experimental Allergy, 45(11), pp.1621-1636.
West, M., Dawson, J. and Kaur, M., 2015. Making the difference: Diversity and inclusion in the
NHS. The Kings Fund.
Online
Training and development (strategic management). 2020. [ONLINE]. Available through<
https://www.healthcareers.nhs.uk/explore-roles/management/roles-management/general-
management/strategic-management/training-and-development-strategic-management >
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