People Management Assignment Sample PDF

People management

Table of Contents
INTRODUCTION...........................................................................................................................1
Key theoretical models within 3 areas and their application to current NHS scenario..........1
Role and Priorities of NHS Management and the HR function in supporting Management. 3
Internal and external influences on the leadership management, training and development,
Talent management. ..............................................................................................................4
Recommendations for NHS....................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
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INTRODUCTION
People management is basically the management of humans, people or employee's in the
organisation. It comprises various tasks such as recruitment, training and development programs.
This study will be based on “U.K. national health service”. It provides treatment to the patients
on free of cost. It is funded by taxes. Study will discuss about the Key theoretical models within
leadership and management, training and development and talent management. It also highlights
Role and Priorities of NHS Management and the HR function is supporting Manager.
Key theoretical models within 3 areas and their application to current NHS scenario
Leadership and management
NHS is suffering from various problems that includes staff turnover, low morale among
employee's, poor pay, increasing workload, inefficient recruitment process. To solve these issues
in the organisation, firm can make use of Collaborative leadership model. It is the type of
leadership in which leaders are engaged in treating the subordinates at the same level. In this
process enterprise will lay focus on system working, building improvement skills for the staff.
By laying emphasis on this NHS and enhancing the recruitment process, firm can be able to
solve the problem of staff turnover (Collaborative leadership, 2016). In collaborative approach
leaders enable their teams to flourish by providing them the required resources and allocating
time, quickly
The new approach of collaborative leadership believes that power is the greatest in a
collective team. They allow solutions and take a team approach in problem solving. They believe
(Bolden, 2016). In a collaborative environment, teams are encouraged to work together. Information,
resources, knowledge, time, and efforts are shared. This allows roles and responsibilities to evolve
and fluctuate. It will support the organisation in raising the morale and motivation of employees.
Systems leadership model: This approach can help NHS in creating a condition where
people can work at all the level. It will support firm in solving the problem of dissatisfaction in
employee's which is currently rising among them. It provides leaders with the tools that assists to
predict workers behaviour in an organisation. By these leaders can know about the needs and
demands of nurses and clinicians that can enhance their satisfaction. It can also help them in
creating employee's loyalty.
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Management theory of Henry fayol- It is the theory of management that analyses
workflows. It focuses on various principles of management for all the managers such as it
focuses on equal division of work. NHS will be able to divide the equal work between agency
staff and permanent staff (Taylor, Doherty and McGraw, 2015). This theory also ensures that the
selection of workers is based on a scientific methodology and not on a favouritism. It will help
NHS in removing the problem of discrimination faced by them. It focuses on the employees'
relationship and create an environment of cooperation with them.
Training and development- There is a model of training and development which NHS
use for improving care of the people that is theory of social learning. Education, training and
development of the staff members is most useful for NHS as it can help them in gaining trust of
the employee's. This will also support in providing high quality healthcare services. Wide range
of in house and external training courses is given to clinical staff. For example The trust has an
in-house induction with annual updates in mandatory and statutory training areas to make sure
they and our patients are kept safe. Managers will discuss training and development
opportunities with staff at appraisal and in 1-1 and team meetings. All these aspects helped them
in reducing the staff burnout.
Theory of social learning is the generic process traditionally used by training
developers. This theory is basically implemented to enhance the skills of learners. Training can
be provided by NHS on grooming the skills workers of the organisation . As NHS is going to
hire more than 6000 nurses by 2020, for this they will require a more specific social system. For
this NHS can develop specific improvement capability programmes for boards and executive
team and for primary care practitioners. Internationally recognised clinicians can be appointed so
that they can guide the new nurses and clinical staff. This can assist NHS in retaining the nurses
and the practitioners.
Talent management: NHS can make use of talent-management life cycle model. It
includes some strategy for employee resourcing and talent management like workforce planning,
retention strategy and flexible work hour. Developing talent is an essential element to achieve
strategic goals (Clark, 2017). For managing talent NHS is collaborating with its 12 other
branches. They have implemented a framework for developing employee's. IT lays keen focus on
enhancing care by engaging and involving clinical staff to deliver continuous improvement in
local health and care system.
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By using these strategies' manager can resolve the problems of NHS (poor pay, increasing
workload, intense environment etc.)
Workforce planning in talent management it creates strategies for retaining and attracting
talent and then defines the organisational HR goals. NHS is going to develop the talent from
ward to board and understands that it is an essential element in its strategic goals and aids in the
future success. It increases the morale and commitment of the employee's across the board.
One of the major problems of business organisations are facing the difficulties in
retaining the top talent s within the organisation. By investing in the talent management, it can
give the help to manager to successfully overcome these problems and retain top talent within
the organisation.
Role and Priorities of NHS Management and the HR function in supporting Management.
NHS is engaged in hiring more than 6000 nurses by year 2020, for these managers needs
to set their priorities. They need to lay keen focus on education, learning and development. They
organise and implement the production of work via training, workforce, resource that is
mandatory for the new practitioners who will be joining in order to meet the goals. They provide
the employees resources with direction, leadership, guidance, support. So that they make
themselves enough effective to accomplish the goals (Knies, Leisink and van de Schoot, 2017).
As NHS is facing the problems and issues regarding to staff shortage via short term
illness, maternity leaves, inefficiencies at recruitment stage, poor pay, increasing work loads,
inflated targets, instance work environment, more cases of stresses etc. Due to discrepancies
between responsibilities and wages agency is facing staff shortage. But still NHS is training
more people to join agency rather than leaving it.
In that case, management and HR should work together to face and resolve the problems.
Considering this, HR can support management via providing services, guidance, on all matter
relating to agency employees. Functions of HR ensures strategies, practices, policies that
maintained the employment, development and relationship between management and employees
at workplace. HR plays an important role in the creation of positive environment were workers
make the best effort to enhance their abilities, capacities, potential to benefit both agency and
themselves.
Shortage of staff in NHS can be solved by HR function and management via providing
training to current employee in which they will improve their motivation, enthusiasm level that
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can help them to concentrate in their work (Moeller and et.al., 2016). Motivation helps
employees to stimulate their behaviour, action to achieve the goals of agency. While for the new
recruiter management can organise education and training, retention, new fast track Nurse First
programme, retire to policy, support new advanced clinical practice nurse roles.
To manage current employees HR can support management via understanding and
communicating about functional and goals, identifying the needs for corrective actions,
monitoring individual and team performance versus targets, delivering performance reviews to
individuals and team, analysing quality standard for all processes, engaging other line manager
to agency, providing compensate and benefits to employees in order to sustain them in
organisation, giving reports on performance indicators and productivity to management.
When senior management is involved in approving and developing plan and strategies, it
helps HR, leaders and manger to execute their ideas confidently and successfully. HR
professional can support management to suggest strategies to increase employee commitment via
giving employees the right position according to their potential and qualification. Via making
healthy or stress free environment at workplace labour turn over or staff shortage can be
maintained. In this case management should provide workers compensation, benefits, health
safety for them and their families, making trust via healthy communication can improve and
resolve the problems of NHS.
Internal and external influences on the leadership management, training and development, Talent
management.
External influences :
Economic factor : If country economy does not good then NHS faces the financial
problems which is direct affected the management and training programs and talent
management. Due to financial condition, talent management can not hire more employees and
also can't organise training and development programs. It is very expensive for NHS if they
provide training programs (Omotayo, 2015). Due to less salary, NHS also faced the staff
turnover problem. Management can not handle employees when employees get less salary all
time. This factor increased staff turnover and financial problem. NHS depends on tax funded if
country economy will not be good so, management faced the problems to maintain the
employees and their services.
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Wage rates: NHS is suffering from issues like low morale, unequal pay and staff
turnover. Wage rate can impact the learning and training process of clinical nurses. It affects the
management therefore they provide the training programs. Management organise training
programs continuously because of changing technology. It is also very expensive for the NHS. If
employees does not work properly then management faced the staff turnover problem. That time
talent management works with pressure. They can hire new talent urgently then training also
give those candidates. It can say that technology affects the management and training programs.
Internal influences
Lack of Communication : NHS faces the problem related to the staff turnover, less pay,
financial budget. It is affected the management because management responsibility that they
hired employees and paid the salary. Due to lack of communication, manager can not manage the
employees therefore staff turnover are reduced. ADDIE model of Training and development
programs also affected when managers does not know about the employee's problem. If they do
not communicate with the employees then manager can not lead the employees and also can not
provide training programs (Patterson and et.al., 2017). Talent management will not know about
hiring employees if communication does not proper between managers and employees.
Relationship : If employees and managers relationships does not good then its affected
the management. Manager can not manage proper to their employees if they do not communicate
with each other. That is why manager does not know the employees problems so, managers can
not organise analysis, design, evaluate and implement employees problem. Due to unhealthy
relationships, staff turnover are reduced. Talent management also does not find out the new
employees if they have not proper information about the hiring.
Recommendations for NHS
 In order to remove the problem of staff burnouts and stress in the workplace, NHS needs
to implement various practices like they must engage in providing better training to the
workers. This will help organisation to motivate the employee's to perform better.
 NHS to overcome the various issues of employee burnout, must make use of management
activities so that all the workers come together and work for a shared goal and objectives.
This will also support firm in removing the condition of intense environment in the
organisation (Moeller and et.al., 2016).
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 Firm is also facing the problem of reduced morale among employee's due to
discrepancies between wages and responsibilities. For this NHS needs to implement a
new reward management system. Rewards, bonus and incentives can assist firm in
motivating employee's. It will enhance the efficiency of nurses and health care
professionals to work better. It will improve the standard and quality of patient care.
Also, organisation should treat both the agency .
 NHS is also going through other problem of increasing workload, to solve this they
should make use of effective communication. Firm must be concise and specific in the
statements they are making. While giving directives be sure to clearly state the
organisations expectations are in terms of timelines and the work product (Davenport,
2015).
CONCLUSION
From the above report it has been summarised that National health service organisation
has faced many problems related to staff turnover, increasing stress in workplace and many
more. These issues have been solved by the firm through making use of collaborative approach
of leadership in which leaders has treated sub-ordinates equally. This has helped organisation in
retaining the employee's in the firm. They have also improved the working environment by
revitalising the system of talent management and leadership development. In order to reduce the
employee turnover, NHS has also implemented flexible working hour conditions. This has
supported them in creating employee's loyalty.
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REFERENCES
Books and journals
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook
of leadership and management development (pp. 143-158). Routledge.
Clark, P., 2017. Essential people management skills necessary in today’s workplace. Nigerian
Journal of Technological Research.12(1). pp.16-26.
Davenport, T.H., 2015. Process management for knowledge work. In Handbook on Business
Process Management 1 (pp. 17-35). Springer, Berlin, Heidelberg.
Knies, E., Leisink, P. and van de Schoot, R., 2017. People management: developing and testing a
measurement scale. The International Journal of Human Resource Management, pp.1-
33.
Moeller, M. and et.al., 2016. People management and innovation in emerging market
multinationals: A competency-based framework. Journal of Management
development.35(4). pp.530-548.
Omotayo, F.O., 2015. Knowledge Management as an important tool in Organisational
Management: A Review of Literature.
Patterson, M.G. and et.al., 2017. Impact of people management practices on business
performance (pp. vii-viii). London: Institute of Personnel and Development.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations. Taylor
& Francis.
Webb, S.P., 2017. Knowledge management: Linchpin of change. Routledge.
ONLINE
Collaborative leadership. 2016. [online]. Available through
<https://www.tutorialspoint.com/collaborative_management/leadership_styles.htm>
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