People Management: Leadership, Training, Talent Management in NHS UK

This report discusses the importance of performance management in maintaining employee work and evaluates the leadership and talent management strategies used by NHS UK. It also covers training and development using theoretical models and provides recommendations for improvement in all areas.

People Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Leadership and management.......................................................................................................3
Training and development-.........................................................................................................4
Talent management-....................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Performance management is a method used by company in order to maintain the
employee’s work. With the help of this method the company evaluate the staff members
capabilities, abilities and monitors their quality work. The present report will provide detailed
information on NHS, UK which is known as national health services. The case study highlights
the detailed leadership and talent management using performance management. Further, the
report will introduce training and development using theoretical models. At last, the case study
will provide recommendations on above mentioned areas.
Leadership and management
Leadership focuses on the teamwork and building communications between employees
and managers. Whereas, management involves various functions like staffing, controlling,
planning within the organisation. Both the areas are maintained by the company in order to
create positive environment where employees can perform to the best of their experience and
abilities. The method is useful to measure the employees’ goals and objectives and also the
managers use this tool in order to adjust workflow in the firm. It is also helpful to attain certain
mutual objective and focus on working together. It is mandatory for managers to maintain
leadership skills and they must know how to deal with stakeholders and employees.
Additionally, it is said by experts that both the roles need an understanding of human behaviour
in order to create more productive and effective workplace.
Contingency theory- This theory shows that there might be impact of variable on any
specific situation so, leader must select the right course of action. Researcher also stats that
leaders must focus on needs or preferences of their employees. It also analyses the situation and
manage accordingly within the company. Behavioural theory is a method of leadership focused
on building relationship between group performance and behaviour of leaders
Leader- member exchange theory- The concept of this theory shows two categories of an
individuals working at workplace. There are popular or unpopular members in any group or
company. Popular member work well with the managers, have good skill, knowledge and
experiences (Armstrong, 2021). Their personality fits with the leaders and they are giving extra
efforts to every task and responsibility given to them. So, they are more likely to earn benefits,
bonuses, promotions and more facilities. Whereas, unpopular members are those people who

doesn’t show much efforts and they are less compatible with leader as compared to popular one.
They are the people having negative attitudes towards work and giving less efforts to take
responsibilities thus, they are more likely to leave. So, leader member theory helps to improve
performance and make employees productive.
Transformational leadership- in order to improve motivation a leader connects and interact
with employees and stakeholders in a positive way which leads to morality. This method is used
by company to helping them reach their potential and stretch team members to think more
innovate. In order to avoid any misunderstanding, the company focuses on communication
method in which the leaders use words to motivate and inspire employees. This strategy is used
to help leaders in order to analyse leadership styles using grid training. NHS mentioned that
leadership management is all about making various learning systems in order to maintain strong
relations between staff member and giving them high quality care. It is the strategy in which
leaders of the company develops health and care of employees. They show care and concern for
every individual working in the organisation.
Recommendations- The company needs experience leaders to be successful in the business
activities and provides competitive advantages. The good managers or leaders must practice
discipline to develop leadership skills. A true and loyal leader has no issue yielding control to
another team member when needed. While handling complex responsibility and projects in the
NHS, manager must develop situational awareness and anticipate problems before they occur. In
order to avoid uncertainty, the manager must provide accurate suggestion and manage
performance of all the employees. It is recommended to resolve conflicts between top level
management and bottom level management in the company. It is suggested to study different
styles and identify most relevant one which will help to recognize potential strength and
overcome weaknesses. It is advisable to manager must provide various sessions in order to keep
motivate and inspire team members. The leaders need to take on more projects and responsibility
to promote leadership knowledge and analyse the areas in which improvement is needed. The
manager must encourage others and be sympathetic to their team members when needed.
Training and development-
It is the program in which the managers enhance the performance of employees and improve
organizational culture within the company. It is helps to motivate employee’s productivity and
improving organisational systems in order to achieve success. Training develops skills,

knowledge and employees’ level of awareness to perform their job well. In development, step is
taken by the employees in order to meet the future requirement in the company (Plachy and
Plachy, 2021). In NHS, training is essential for the efficient delivery of services and decrease
risks within the company. NHS is leading the market by gaining competitive benefit in their
business activities using theories.
Theory of reinforcement- this method shows the learning behaviour of an employees and
provide detailed information about learner attitude towards this programme. Skinner’s theory
stated that learner or employees will repeat their behaviour which is positively aligned with the
company’s goals. It is also suggested that along with behaviour, a positive outcome should be
taken into consideration with this program.
Additionally, this concept suggested that there are new techniques and ideas available in
human resources management which can be utilized in program (Gillam, 2021). The company
needs to reward their employees in order to motivate them so that suggestion by this theory can
be fulfilled in a positive way. Rewards like increase in salary, bonuses, promotion, certificates
will motivate them and generate profitability. Therefore, with this the employees and staff
members will show more interest while attending development programs.
Theory of social learning- according to this theory, there are few social elements which
cannot be taught by anyone. These elements can be learned and accepted by employees
surrounding area by understanding different behaviours of human being. The positive
environment and energetic surrounding plays a vital role in the company (MacKian and Simons,
2021). The atmosphere should be very professional so that workers and employees can learn
from them. This leads to organisational culture which creates positive impression in front of
others.
In NHS, the managers adopt this theory in order to maintain the positive state of mind and
mental status which is essential in learning process. If the employee’s mental status is negative
regarding any active learning activity, then will not be able to take participation. Thus, this will
create negative impact on success of business and not gain any positivity. The above-mentioned
case company also adopt and follow every suggestion of this theory as it promotes and motivate
the employees. The company follow this method as it provides a positive environment in which
they can learn from managers and colleagues.

Recommendations- It is recommended to motivate managers to interact with employees and
other team members and ask them about there needs, experience, preferences. It is advisable to
use various tools that serve remote employees in order to make training and learning more
flexible. It is recommended to managers that they must offer interesting training session and
provide on duty cross department training to avoid boredom. In order to get success company
must measure outcomes to make sure they need to continue or not. The top-level managers must
provide constructive feedback to let them know about performance (Hallinger and Kovačević,
2021). The manager must consider developing talent is part of their effective job and allow
employees to share their experiences with each other. It is suggested to invest in the best quality
of training sessions and different learning styles. The company must keep improving in the
content and delivery techniques of training session. For example- presentation, graphic books,
digitalization, attractive editing.
Talent management-
This method is helpful to develop and improve employees’ skills, performance, knowledge.
The main objective of this method is to create a motivated and positive work environment which
is beneficial to company. The method process usually involves planning, organizing, attracting
and retaining talented employees. The managers of the company focus on investment in
employees underperforming and provides facilities when an employee is showing positive efforts
(Collings, Scullion and Caligiuri, 2018). The main role of this method is to improve business
performance of high performing employees with the help of theories in order to make them more
effective and productive. The managers of the firm must adopt problem solving attitude so that
they can achieve long term business goals. This method helps to maximize the importance of
employees in the company in order form productive teams (Liu and et.al., 2021). It is said by
experts that there are four areas of talent management selection and recruitment, learning and
development, performance management and retention. Performance management in NHS plays a
vital role for the talent management process for future capability. Mostly, employees are
involved in talent pools according to their performance appraisals. It represents future potential
of an employees and they are identified through performance management system.
The theories of talent management said that after successfully hiring a candidate, the
process includes orientation and onboarding of the new staff. It is mandatory to develop new
talented employees according to the organisational culture, business ethics and employee’s

qualification, experiences in order to grow talent. The most critical task of this method is to
retain the employees and attracting talent. This is the initial stage in order to make effective
contribution to the performance of firm. The theory also explained human capital theory which
suggested that the expenditure and cost related with the development of talent should be taken
into consideration as investment (Camilleri, 2021). They consider this type of investment is as
equally as investing in new technology and should be taken into study of performance
management. According to the researchers, human capital theory focused on the firm’s
investment in a development of talented employees. Strength based approach is related with
improving the talent of all employees within the company. Here, the managers handle talent of
all the employees having potential to demonstrate talent. Strength based theory suggested that all
the staff members in the firm should considered as potential employees. It also offered that all
strategic practices should cover all the employees in the firm whether they are talent for them or
not.
Recommendations- It is recommended to NHS, in order to improve talent management, the
managers need to establish major goals and objective of the company. The company needs to
measure and improve the satisfaction levels of the employees (Mitosis, Lamnisos and Talias,
2021). In order to achieve goals, the managers need to offer career improvement programs to
motivate staff members. The company must maintain organizational culture and fill
communication gap between both managers and employees.
It is essential to improve and develop a talent management strategy by highlighting potential
drivers and solve challenges. It is also advisable to track achievement and keep updating the
company success so, that future requirements can be known. It is suggested to top level
management of company is to implement recognition program and keep customize the package
of benefits for the employees. It is recommended to help the new talented employees apply
learning styles. The firm must ensure that learning and training process is relevant at the
workplace. The firm must provide proper guidance in order to promote self-directed learning.
CONCLUSION
To conclude, the performance management is business practices used to create the
highest-level efficiency within the company in order to maximize the profitability. If the
company want to boost leadership and talent capabilities then the managers must focus on the
performance of employees. The case study recommended various steps to improve talent and

training management within the organisation. Further, it is concluded in the report that manager
must emerge practices and ensure that the employees have the best workplace environment.
REFERENCES
Books and Journal
Collings, D. G., Scullion, H. and Caligiuri, P. M. eds., 2018. Global talent management.
Routledge.
Liu, Y. and et.al., 2021. Talent management and the HR function in cross-cultural mergers and
acquisitions: The role and impact of bi-cultural identity. Human Resource Management
Review. 31(3). p.100744.
Mitosis, K. D., Lamnisos, D. and Talias, M. A., 2021. Talent management in healthcare: A
systematic qualitative review. Sustainability. 13(8). p.4469.
Hallinger, P. and Kovačević, J., 2021. Science mapping the knowledge base in educational
leadership and management: A longitudinal bibliometric analysis, 1960 to 2018. Educational
Management Administration & Leadership. 49(1). pp.5-30.
Beauchamp, G. and et.al., 2021. ‘People miss people’: A study of school leadership and
management in the four nations of the United Kingdom in the early stage of the COVID-19
pandemic. Educational Management Administration & Leadership. 49(3). pp.375-392.
MacKian, S. and Simons, J. eds., 2021. Leading, managing, caring: understanding leadership and
management in health and social care. Routledge.
Gillam, S., 2021. Leadership and Management for Doctors in Training: A Practical Guide. CRC
Press.
Taiwo, S. F. and et.al., 2021. Training and development practices and employees’ performance in
selected manufacturing companies in Nigeria. International Journal of Engineering and
Management Research. 11(2). pp.136-142.
Armstrong, M., 2021. Performance management.
Plachy, R. J. and Plachy, S. J., 2021. Performance management getting results from your
performance planning and appraisal system.
Tarique, I. ed., 2021. The Routledge companion to talent management. Routledge.
Camilleri, M. A., 2021. Using the balanced scorecard as a performance management tool in higher
education. Management in Education. 35(1). pp.10-21.

Online
Training and development: theories and applications. 2021. [Online]. Available through: <
https://www.proquest.com/openview/30712bc5e0f15f5f523a44683236c669/1?pq-
origsite=gscholar&cbl=46967>