Introduction to People Management

This report provides an introduction to people management in the context of NHS. It discusses key theoretical models and their applications, roles and priorities of NHS management, and various internal and external influences on leadership, management, training & development, and talent management. The report concludes with recommendations for effective people management.

Introduction to People
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Key theoretical models and their applications........................................................................1
TASK 2............................................................................................................................................2
Roles and Priorities of NHS management..............................................................................2
TASK 3............................................................................................................................................3
Various internal as well as external influences on the Leadership, management in addition to
training & development and talent management....................................................................3
Recommendations..................................................................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource management or people management refers to the term which help in
managing staff members within the workplace so that they can produce positive and favourable
outcome in an effective manner and accomplish predefined targets. It is said that human resource
department are responsible for managing all the task which consist of training and development,
recruitment, compensation, safety and wellness, promotion, growth and development of business
and many more. The present report is based on case study of NHS. NHS also known as National
Health Services is governmental body founded in 1948, they provide free cost services in the
health care sector. It has been identified that the management team of NHS face a serious issue
of shortage of workforce. For reducing the negative impact of such situations, managers of the
company collaborate with an agency who will provide them talented staff members. But on the
other hand this create disputes and conflicts as existing staff members thought new hired
employees get high pay as compared to them. For fulfilling all requirements in an effective
manner NHS hire 6000 new staff members. In the present report, three strategic areas are going
to be discussed related to people management which includes talent management, leadership as
well as management, training and development.
TASK 1
Key theoretical models and their applications
Leadership and the Management
Leadership refers to the ability of a person where they have the power to influence a
specific group in order to accomplish their organizational goals in an appropriate manner.
Whereas, management says that the procedure with the assistance of which individuals control
and manage each and every task effectively. It is examined that leadership and management
plays very important role in the growth and development of business entity in an effective way.
As per the case, it is said that Human resource department in NHS requires to develop positive
working environment within the organization.
Contingency theory:
It refers to the theory founded by Fred Edward Fiedler in the year 1964. It is the theory
which focuses on the personality of leaders and how they handle all situations at the workplace.
According to this, it is concluded that no specific or single leadership is suitable. There are two
1

main section of this theory which includes task as well as relationship motivated. In reference to
NHS, leaders of the organisation need to adopt leadership style on the basis of situation. This
will assist them in adopting changing environment positively. Along with this, it has also been
concluded that contingency theory help in managing each and every activities effectively which
leads towards developing effective decision in near future.
Training & development
It refers to the process which assists in improving knowledge, skills and capabilities of
workers working within an organisation. This leads towards enhancing the overall performance
and efficiency of both staff members and company.
Transitional Model: It refers to the model focuses on the company as whole business
entity. It is the model based on two loops where one is outer and other is inner loop. In reference
to outer loop vision, value as well as mission of the company includes whereas inner loop
includes execution of activities. It is said that on the basis of this model goals and objectives of
the company are developed and then training and development session are given to the staff
members accordingly. In relation to NHS, management team of the company adopt this while
developing training sessions which as a result leads towards the attainment of competitive
advantage at the marketplace.
Talent Management
Expectancy theory: It refers to the theory coined by Victor Vroom according to which it
is very essential for the management team that the must manage their workforce by motivating
them on a regular basis. As a result it will aid in managing talent within the organization in an
effective and appropriate manner.
TASK 2
Roles and Priorities of NHS management
According to the case scenario it is said that managers of the company decides to hire almost
6000 nurses in their organisation so that they can effectively manage the situation of shortage of
staff members. For this, top management authority of healthcare institution formulate some roles
and responsibility. Below mentioned are some major responsibilities:
2

 One of the major role of higher authorities of NHS is to provide training session to their
existing and new employees. This will help them in developing effective knowledge as
well as skills so that they can perform all the operations in best and appropriate manner.
 In addition to this, managers need to pay equal amount to their workers working within
the business entity. Along with this, the need to get rewards, compensation, benefits,
equal opportunities as per their performance.
 Furthermore, main aim of higher authorities is to improve their HRM practices. This as a
result aid them for attaining their goals and objectives in an effective manner by
overcoming from adverse situation. Also it will provide job satisfaction to the employees
which reduces the overall employee turnover ratio.
HR functions: Recruitment: It is said that the main function of HR manager within healthcare
institution is to hire best and most suitable candidates. They hire them on the basis of
knowledge, skills, capabilities and potential. In relation to NHS, managers decide to hire
around 6000 nurses at their workplace and for this recruitment policies help them in a
positive way. Training & development: Second most essential function of a Human Resource manager
is to improve skills and knowledge of their current employees. In reference to NHS, it has
been identified that manager conduct regular basis of training & development sessions so
their knowledge will be enhanced. Also with the help of such training session employee
feel motivated which increases their efficiency and effectiveness. Main role of human
resource manger is to provide the platform to their staff members where they can
eliminate their weakness and improve their skills and capabilities.
 Legal responsibilities: HR department of an organization handles all the legal matter in
an effective manner. In the context of given case scenario, it has been said that Human
Resource manager of NHS effectively handles all the legal responsibility so that
functionality of the healthcare institution does not affect. Prime role of this function, is to
make sure that each and every staff member will get equal opportunities and rights so that
they can develop themselves effectively.
3

TASK 3
Various internal as well as external influences on the Leadership, management in addition to
training & development and talent management
Managing employees or human resource in a business entity is one of the most crucial and
difficult task commonly handled by the HR manager of the organization. In reference to NHS,
for management team of the company it is very necessary to examine internal and external
factors which affect the overall performance of the company. Below mentioned are the external
and internal factor which affect the three aspects in both positive and negative way. Along with
this, these factors highly influence their overall performance and functionality at workplace
which are going to be discussed as follows in a detail manner:
Leadership and management: It refers to the factor having strong position at the
workplace. In reference to NHS, both internal along with external elements which highly affect
the leadership and management of business entity:
 Internal elements: Staff members are one of the major internal elements which
influences the overall performance of the leadership and management within the
company. As per the current report, it is said that employees of the business organisation
give resignation from their company as the main reason is ineffective recruitment
procedure followed by managers.
 External factor: On the other hand in case of external, social elements highly influence
the overall performance of the company. For this, it is very necessary for the management
team to modify their policies as well as strategies according to the changes arise at
society.
Training as well as development:
 Internal factor: In reference to this, organisational resources influences the whole
training and development procedure conducted by the management team of NHS. For
providing effective training and development session it is said that here different sort of
resources are needed such as basic equipment’s, infrastructure, sitting arrangements and
many more.
 External factor: Modifications among healthcare regulations influences the training &
development session. Any sort of changes arise in laws requires modifications in training
& development session as per the changes which affect business entity performance in an
4

adverse manner. This is the external factors which need to be considered by the
management team as it highly influences overall functionality.
Talent management:
 Internal factors: It has been identified that working atmosphere plays essential as well as
crucial role in executing talent management at workplace. It is identified that there are
different sort of factors which affect the working atmosphere of the institution. Reason
behind this is that management team of NHS recruit candidates with the help of agencies
so they can eliminate issues related with lack of staff members. But it has also been
identified that it develops dissatisfaction in their staff members which as a result affect
their overall functionality. External Factor: Demand and Supply are the external elements which influences overall
demand along with the supply of skilled, capable and talented workforce. In reference to
the present organization which is NHS, demand of highly skilled staff members are high
at the competitive environment but in contrary there supply is short which reduces the
market share and brand image of the business organisation in a negative manner.
Recommendations
According to the above mentioned report, it is said that NHS adopt various strategies and
policies in order to perform their business operations in an ethical and effective manner. This as
a result leads towards the attainment of goals and long term sustainability. According to the case
scenario, it is concluded that NHS with the help of some recommendation can overcome such
issues faced by them. Some of the suggestions given to higher authorities are as follows:
At the first and foremost area leadership as well as management, it is suggested to the top
management team of NHS that they adopt contingency leadership style. Reason behind this is
that it will aid them in managing negative situations effectively at NHS.
Recommendation given to the higher authorities in training and development session is
that they need to provide training session to the staff members on a regular basis so that they can
upgrade their knowledge and skills in an effective manner. This as a result help them in
performing their work more efficient and effective manner.
In relation to talent management, it is suggested to the HR department that they are
required to hire skilled and capable employees within their workplace so that they can perform
all the operations in ethical manner and produce positive outcomes.
5

CONCLUSION
As per the above stated report, it has been concluded that workforce or human resource
management plays very important role in healthcare industry. With the aid of effective workforce
planning, higher authorities of the company will attain their objectives and goals in an
appropriate manner. Reason behind this is that without higher skilled and talented medical
workers, management team of the company will be able to sustain at the competitive
marketplace for a longer duration. In addition to this, it has been identified that there are both
internal and external factors which affect the functionality of business entity as all three areas are
highly influenced by these factors.
6

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Flyvbjerg, B., 2017. Introduction: The iron law of megaproject management. Bent Flyvbjerg,
pp.1-18.
Russ, M., 2014. Introduction—What Kind of an Asset Is Human Capital, How Should It Be
Measured, and in What Markets?. In Management, Valuation, and Risk for Human
Capital and Human Assets (pp. 1-33). Palgrave Macmillan, New York.
Stark, J., 2015. Product lifecycle management. In Product lifecycle management (Volume 1) (pp.
1-29). Springer, Cham.
Starr, M. K. and Van Wassenhove, L. N., 2014. Introduction to the special issue on humanitarian
operations and crisis management. Production and Operations Management. 23(6).
pp.925-937.
Uspensky, I., 2014. Tick pests and vectors (Acari: Ixodoidea) in European towns: Introduction,
persistence and management. Ticks and tick-borne diseases. 5(1). pp.41-47.
Vom Brocke, J. and Rosemann, M. eds., 2014. Handbook on business process management 2:
strategic alignment, governance, people and culture. Springer.
Wild, T., 2017. Best practice in inventory management. Routledge.
Wilton, N., 2016. An introduction to human resource management. Sage.
Wright, P., 2018. Fundamentals of human resource management. Management. 5. p.27.
7

8

9