Employability Skills: Roles and Responsibilities in NHS Management

This report examines the critical employability skills required for a Human Resource Manager within the National Health Service (NHS). It delves into the roles and responsibilities of the manager, emphasizing the importance of managing personnel, recruitment, and strategic planning. The report outlines performance objectives, such as hiring the right employees and increasing motivation, and evaluates the effectiveness of the manager in achieving these objectives. It also provides an analysis of a specific work-related problem, offering recommendations for improvement. Furthermore, the report explores motivational techniques, including Herzberg's Two-Factor Theory and Maslow's Hierarchy of Needs, to enhance employee performance. It then discusses solutions to work-based problems, incorporating communication strategies and time-management techniques. The report concludes by analyzing team dynamics and the roles of team members in achieving shared goals within the NHS. The report also evaluates tools and methods for problem-solving, proposing a strategy for resolving issues and assessing the impact of its implementation on the business. The report underscores the importance of effective communication, time management, and team collaboration in ensuring quality service delivery within the NHS.

Employability Skills

Table of Contents
INTRODUCTION................................................................................................................................4
Task 1....................................................................................................................................................4
1.1 Development of own responsibilities and performance objectives in NHS..............................4
1.2 Evaluation of my own effectiveness against defined performance objectives in NHS.............5
1.3 Using specific situation encountered by me and recommendations for improving the
situations .........................................................................................................................................5
1.4 Review of motivational techniques used by me to improve quality of performance in NHS...6
Task 2....................................................................................................................................................7
2.1 Developing solutions to work-based problems in NHS.............................................................7
2.2 In relation with the work-problem, communicating variety of styles and manner at various
levels used by NHS..........................................................................................................................8
2.3 Identification of effective time-management strategies used in work based problems at NHS
.........................................................................................................................................................9
Task 3....................................................................................................................................................9
3.1 Explanation role of people played in a work based situation in a team and how the members
can work together to achieve shared goals in NHS.........................................................................9
3.2 Analysing the process and team dynamics at NHS..................................................................10
3.3 Suggestion for alternative ways to complete tasks and achievement of team goals in NHS...11
Task 4..................................................................................................................................................11
4.1 Evaluation of tools and methods for developing solutions to work-based problem in my work
environment at NHS......................................................................................................................11
4.2 Development of an appropriate strategy for resolving the problem
with justification..........................................................................................................................12
4.3 Evaluation of potential impact on the business of implementing the
strategy in NHS.............................................................................................................................12
Conclusion..........................................................................................................................................13
References..........................................................................................................................................14

Illustration Index
Illustration 1: Herzberg's Two Factor Theory.......................................................................................6
Illustration 2: Maslow's Self Actualisation theory................................................................................7
Illustration 3: Levels of NHS...............................................................................................................8
Illustration 4: Team dynamics process...............................................................................................10

INTRODUCTION
The report highlights the skills required by a Human resource manger working in NHS. The
manager is crucial in managing the personnels working in the company. NHS works for social and
health and provides various services to the service users. The study shows the involvement of team
members in fulfilment of a task (Bridgstock, 2009). Team dynamics help to understand the
responsibilities of each team member working in then team. The study also indicates various work
problem faced by the manager of NHS. Recommendation are generated as well to eliminate these
problems from the working environment of NHS.
TASK 1
1.1 Development of own responsibilities and performance objectives in NHS
As a human resource manager in NHS there are various roles and responsibilities to be
performed. My job responsibilities are-
 Management of the human resource personnel of NHS.
 Managing recruitment and selection process.
 Planning and implementing new development strategies for the staff
 Managing administrative, professional and clinical staff (Coleman and Glendinning, 2015).
 Setting new budgets and maintaining finance for the various operations.
 Handling communication and all the corporate affairs of the organisation.
 Managing complete functioning of NHS premises.
 To collect and analyse data for planning and management of employees and staff of NHS.
Apart from these basic responsibilities there are performance objectives which are required
to be achieved as a human resource manager. They are- To hire the right person for the right place at right time- My objective is to hire around 20
employees in NHS. These employees will have to hold exceptional eductaional qualificatioo
to meet the tjob description of their respective profile (Ankli and Palliam, 2012). It is
important to recruit the right person for the right job as this will increase the performance of
wmployees being hired. To increase the motivation of employees- I will have to focis on increasing the motivatio of
employees within a time span of 2 months. It is important to invcrease the motivationb of
employees as this will help me to bring the best skills and pootentiak, among empoloyees
(Gilley, Gilley and McMillan 2009). High miorale employeds ill work to their best caoaxity
which will in return increase the profitablity of NHS.
 To develope HR policies and practices- Strategies have to be formulated to develope new
human resource policies for the empoloyees., These policies will benefit the human resource
poersonnel (Time Management. 2015). These policies will help the employees in growth and

self developmet.
Manager plays a crucial role in management and generation of quality services by National
Health Service.
1.2 Evaluation of my own effectiveness against defined performance objectives in NHS
Human resource manager’s skills help in achieving performance objectives in NHS. As per
the above discussed objectives, by evaluating my own effectiveness has reflected that-
 I am capable in managing the human resource personnel of NHS as I have strategic planning
skills which helpful in managing employees.
 I am able enough to judge performance of employees and staff as I have various
performance analysis techniques and frameworks that are effective in evaluating
performance of employees and staff (Styhre, 2011).
 I have financial and analytical skills which are helpful in calculation of salaries and
remuneration of employees.
 I have a systematic strategic approach which helps in settling the grievances and disputes
faced by employees and staff of NHS (Carrillo, 2007). This approach assists me identifying
the root cause of dispute and provides me with problem solving skills that helps in settling
the dispute.
 I have good communication skills that are helpful in management of NHS and its
departments. These skills are critically helpful in success of NHS. As lack of communication
hampers the ability of employees to attain their respective targets.
From the above discussion, it is clear that I am able to perform job responsibility of human
resource manger by achieving performance objectives of NHS.
1.3 Using specific situation encountered by me and recommendations for improving the situations
As a human resource manager there are various situations and issues faced by me while
performing responsibilities. For instance, the health care professional at NHS left me a note about
his/her leave. The health care professional urgently had to go out of town and was unavailable for
next two days. I was backed up with meetings and forgot to read the note and booked appointments
under the professionals name (Haslam and et.al., 2014). Lack in communication among us created a
huge issue as the service user was unable to meet the professional. I on the other should have
checked for his presence.
Recommendation for improvement in this kind of situation are described below-
 As a human resource manager, I should develop exceptional listening and verbal skills.
 I have to become flexible and a multitasker in handling various task and responsibilities at
the same time.

 I also need to prioritize my daily activities (Price, 2007). This will help me in listening and
conveying messages to the right person.
In these situations lack of initiative must be eliminated to obtain maximum functionality in
NHS.
1.4 Review of motivational techniques used by me to improve quality of performance in NHS
Herzberg's two factor technique and Maslows hierarchy theories are used to review quality
of performance through motivation in NHS.
Source: (Boundless, 2015)
1. Herzberg's two factors theory- Factors of motivation are very crucial in increasing the
morale of employees and the staff. Lack of proper motivation creates dissatisfaction towards
work and performance in employees of NHS (Zhi and et.al., 2011). If the staff and
employees are motivated in a proper way then will generate more performance and quality
towards their work. Motivational factors increases compatibility among peers and make the
work more interesting, Increases sense of responsibilities helps in achieving maximum
quality in the work.
Illustration 1: Herzberg's Two Factor Theory

Source: (Boundless, 2015)
1. Maslows hierarchy theory- As per this technique, if the basic and fundamental needs of
employees and staff are fulfilled they will be able to achieve work satisfaction in NHS.
Physiological and safety needs are very important to be fulfilled in earlier stage of employee
development as this will generate sense of appreciation and motivation (Willie, Jayawardena
and Laver, 2008). Esteem and belongingness in NHS creates sense of achievement towards
work in NHS. Self actualisation is achieved in NHS through proper motivation and morality in
NHS.
Motivation helps in attaining the target and creates profitability for NHS.
TASK 2
2.1 Developing solutions to work-based problems in NHS
There are various work based problem faced by employees and staff of NHS. To obtain the
solution to the problem discussed above- Email Service- I implemented that each employee and staff will drop a mail to me regarding
their absence and arrival to NHS. This will help me to keep a record on daily basis. If the
health care professional would have dropped a mail yo me in time, I would have postponed
his/her appointments (Zhi and et.al., 2011). Thus email service is very effective and will
save time of employees and staff. Telephone- The departmental heads and team leaders will have to make sure to inform me
Illustration 2: Maslow's Self Actualisation theory

about any query through phone. Phone conversation will help me to connect with the
divisional heads on quick basis (Lowden and et.al., 2011). This will save time for small and
information about daily activities. On this note, if the Health care professional had called
any peer or subordinate about his/her non availability, a lot of chaos would have been
handled.
 Verbal Communication- These communication are effective for the management of NHS.
The management personnels can directly come to me about any urgent situation faced by
him/her or any department of NHS (Haridakis and Hanson, 2009).
To implement these techniques it is important that the employees of NHS follow strict
disciplinary measures to implement these techniques in their daily habit.
2.2 In relation with the work-problem, communicating variety of styles and manner at various levels
used by NHS
As discussed about techniques of communication to adopted by all the employees and staff
on various level are discussed below-
Source: (Kaplan Financial Limited, 2012) Strategic Level- Email is the best option to be used by this level of NHS as this is the top
level management of the organisation (Jabbour and Santos, 2008). Email will save time on
verbal and telephonic conversation and help keep a record on the decision making of
management. Tactical level- At this level the departmental managers handle the working of various
department of NHS. Telephonic conversation will suit as the best alternative for this level.
As this level management have to pay attention on both the top level as well as operational
level.
 Operational level- At operational level verbal communication will serve the needs of line
Illustration 3: Levels of NHS

mangers (Haridakis and Hanson, 2009). They can easily contact to the tactical level
managers. And verbal communication will help them their operations as well.
Adoption of these techniques will help management to complete their targets in time and
will eliminate any grievances as well.
2.3 Identification of effective time-management strategies used in work based problems at NHS
I have used time strategies in the communication problem faced by me. They are-
 Priority- I made sure to prioritize the important and the least important message to be
communicated in the team. Priority helped me to fulfil the requirements of urgent and
important on primary basis.
 Scheduling- I also used scheduling in the situation discussed above. Scheduling helped and
reminded me about the deadlines of task that had to be communicated and performed (Hurst
and Patterson, 2014).
 Delegation- Delegating the work responsibility to the right person saved the unnecessary
wastage of time of other employees in NHS. Proper delegation helped each employee to
communicate and perform the task in an efficient manner (Haslam and et.al., 2014).
 Pre-Planning- Pre-Planning helps to ascertain the requirements of the near future. I made
sure to pre plan the task of the upcoming day and this helped to achieve and communicate
the task in a quick manner.
Time management strategies are effective in saving the time of employees and staff.
TASK 3
3.1 Explanation role of people played in a work based situation in a team and how the members can
work together to achieve shared goals in NHS
There are various role played by the team members in a work base situation. The goal of the
team is to provide care and treatment to service users who are suffering with mental disorders. My
role in the team is as a human resource manager. My job responsibilities will be-
1. To achieve goal and objectives set by team members.
2. To delegate responsibilities and authorities to team member (Gilley, Gilley and McMillan
2009).
3. To review and analyse performance.
Roles of my team member are as followed- Human Resource Manager- The manager will evaluate the source place where care and
treatment services are required I will refine the final task and will check that whether the
team has performed with excellence or not (Bridgstock, 2009). Care Taker/Worker- Team worker will propagate co-operation in the team. This person will
make sure that the task is properly identified and all the issues have been rectified. Health Care Professional- This person will prepare strategies which should be adopted by

the team. He/she will judge all the alternatives available (Billingsley and Lang, 2002).
 HSC expert- This person will ensure that all the people work calmly and will also check that
all the adopted strategies are being implemented properly in the team or not.
The entire team member will have to work in sync and in proper coordination to achieve the
task. Each team member will have to perform the assigned duty will perfection.
3.2 Analysing the process and team dynamics at NHS
Team dynamics are psychophysical factors which affect the working of the team. These
behaviours are mostly driven by unconscious mind of team members. The process of team
dynamics is illustrated below-
 Forming- This stage is associated with forming a group regarding work assignment
(Industry overview, 2014). HR manager will form groups in the team. Storming- In this stage, members create a sub group through dyads and triads. The HR
manager will help team members to form sub groups as well. Norming- This stage is related with work performance. Efforts are made to evaluate work
Illustration 4: Team dynamics
process

performance. The HSC expert will evaluate performance of the team. Performing- In this stage each member is analysed with their performance and contribution
towards the final task (Yammarino and et.al., 2015). Health Care Professional will analyse
duty and responsibility of all the team members. Adjourning- This sub group with small task finalise their work and start to disband. Care
taker will keep a check to make all the members perform their duty
Team dynamics helps in motivating inspiring employees . Team dynamics process assist in
generating development and innovation in the minds of the team members.
3.3 Suggestion for alternative ways to complete tasks and achievement of team goals in NHS
To achieve the goal of team, the members will have to educate people with the importance
of treatment of mental disorders. Ways in which the team can achieve its goal are- Advertisement- To provide information to the community people through brochures and
pamphlets (Jabbour and Santos, 2008). Advertising in print media and digital media will
increase the reach of the campaign. This will increase clients and attract more and more
service users.
 Benefits to the Community- Team will have to make sure they highlight the free services
under the treatment been provided to the people of the community (Yammarino and et.al.,
2015). Care and treatment services will eliminate social isolation of people suffering with
mental disorders and this will be the biggest attractive point for the team.
The mentioned ways will help to achieve the goal of the team in the appropriate time period.
TASK 4
4.1 Evaluation of tools and methods for developing solutions to work-based problem in my work
environment at NHS
Problem of recruitment is faced as an human resource manger in NHS. To select right person
for the right job is a tedious task for me. Tools and Techniques for the above mentioned problem at
NHS are-
 Shortlist- For short-listing the candidate I will have to identify the educational requirement
for the job. Then I will match the job description with the resume of the candidate (Patel,
Messersmith and Lepak, 2013). After this I would recruit the right shortlisted candidate to
enter in the new round of recruitment ans selection.
 Screening- Screening will help to examine the potential of the candidate for the job.
Screening is a short interview done over a phone by me.
 Group Discussion- Group discussion will help me to judge the versatility and
communication skills of candidate (Yammarino and et.al., 2015). The candidate will be
critically examined with various questions and discussions enquired by me.
 Personal Interview- This is a one to one interview to be done to finally select the candidate.

The interview highlights the strengths and capacity of the candidate for the job in NHS.
4.2 Development of an appropriate strategy for resolving the problem
with justification
To resolve the recruitment problem faced by me in NHS. I decided to implement Job
Bulletins as a strategical tool. Job bulletins will highlight the educational qualification and
experience required by the respective job. Bulletins will also attract the candidates from
international borders. This will create a diversity in the work place (Hurst and Patterson, 2014).
NHS will have more refined personnels working at various designated positions. Bulletins will,
shortlist those candidates automatically who do not fit in the educational and experience
requirement of NHS. Thus this will reduce time and cost incurred in the shot-listing process at
NHS. Personal Recommendations is another tool designed to reduce the recruitment problems.
Recommendation from expert institution and experienced professional working in NHS (Carrillo,
2007). As the suggestion would come from elite institutions and health care bodies, it will be easy
for me to rely on those sources. This will open NHS outlook towards hiring of outstanding
candidates.
Elimination of the problem through above mentioned strategies will generate profitability
for NHS.
4.3 Evaluation of potential impact on the business of implementing the
strategy in NHS
The impact of the above formulated strategy will be fruitful for the business of NHS. The
organisation will be able to attain a good employee bank who will perform extraordinary task in
their respective field. This strategy will improve the brand image of NHS as the recommendations
would come from respected institution of UK (Billingsley and Lang, 2002). The goodwill of NHS
will increase in the market.
This will in return also increase the service users and patients coming to the NHS. Revenue
and profit margin will increase by resolving these critical recruitment issues by me. If these above
problem are not rectified the organisation will not be able to achieve its strategic visions. The
services of NHS will also be affected in case of the persistency of the above mentioned problem.
Thus by reducing the impact of the above problem, NHS will be able to advertise in the
international countries as well (Bridgstock, 2009). This will generate service users from outside UK
to take consultations from the staff of NHS. The company will see a rise in profitability margins due
to increase in the brand name of the company.
CONCLUSION
It can be concluded from the research that team building is important for the success of task
in NHS. The interpersonal skills and development skills can be groomed by participation of
employee in the team task. It can also be said that the job responsibilities of the human resource