Employee Talent and People Resources: Healthcare, UK Analysis Report

This report delves into the critical role of employee talent and people resources within the healthcare industry, particularly focusing on the National Health Service (NHS) in the UK. The analysis begins with an introduction to the importance of human resources in organizational success, emphasizing the significance of labor market dynamics and their impact on hiring, compensation, and employee satisfaction. The report highlights the relevance of conducting labor market analyses, especially in a service-based industry like healthcare, and examines how such analyses can inform effective planning, staffing, and HR strategies. The report specifically addresses the challenges faced by the Queen Alexandra Hospital in Portsmouth, linking these issues to gaps in the recruitment process and the need for improved labor market analysis. The report also explores the importance of short-term and long-term planning in business decision-making, particularly within the context of the NHS's financial allocations. The report also proposes effective HR strategies, including improved hiring practices, training and skill development, and employee retention strategies to enhance the performance of NHS staff. The report concludes with a reflective log of a job interview exercise, highlighting the importance of talent management, the development of a structured recruitment framework, and the impact of clear communication on employee acceptance of new strategies. The analysis underscores the need for ongoing labor market research to address HR-related gaps and improve overall organizational performance.

Running head: EMPLOYEE TALENT AND PEOPLE RESOURCES
Employee Talent and People Resources
Name of the Student
Name of the University
Author’s note

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EMPLOYEE TALENT AND PEOPLE RESOURCES
Task 1
Introduction
In any organisation the human resource plays an important role in the day to day
operations of the business. It is the people associated with the organisation who ensure that the
business is running and achieving the goals set by the higher management (Cascio 2018).
Therefore it is the duty of the human resource department to plan the recruitment process, adhere
to the norms and regulations of the country of operation as well as manage the health and safety
of the employees associated with the company. Labour market is the place where the employees
and the employers meet and there is a dynamic of demand and supply for human resource. Here
the employees offer the supply to market and the employers are on the demand end. It is one of
the significant factors of any economy, and it directly impacts the markets for capital, goods and
services (Alfes et al. 2013).
In the microeconomic environment, business organisations or any other kind of
organisations interact with employees by hiring people as well as providing them with salaries
and wages on the other hand firing them as well. The relationship between supply and demand
influences the hours the employee works and compensation they receives in terms of their
remunerations and reimbursements. In UK the employment rate is 75.2% is according to the
Labour Force Survey (Ons.gov.uk 2018). Some of the essential factors that impact the labour
market are skills, motivation, expertise, desire of growth in career etc.

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Relevance of conducting labour market analysis
Market analysis for an organisation is important as the company while taking decisions
have to understand the prevalent trends in the market as well as determine the trends that are
going to change and impact the company and its operation (Kelley et al. 2014). Similarly it is
important to understand the dynamic of the labour market in the economy. Some of the
highlights of conducting labour market analysis are:
1. To help the organisation determine the suitable labor market for a variety of positions.
2. It provides the company assistance in identifying the rate of the remuneration that are
being offered to the people for the same positions
3. Additional pay, bonuses and incentive practices those are prevalent in the industry that
helps in establishing a healthy relation in between the employee and the employer. This
also helps the company to establish a commitment among the employees (Kruppe et
al. 2013).
4. Market analysis helps in establishing all the requirements of the positions that are vacant
in the company with respect to the standards that is prevalent in the market.
5. It also helps that company understand the needs and requirements of the workforce so
that they can employee decisions to satisfy these need and in turn increase the rate of job
satisfaction among the people (McPake et al. 2013).
The industry that is being discussed is healthcare which is a service based industry and
focuses on human interaction and specific skill set among the employees. The labour market
analysis will help these organisations to specify and strictly hire people who meet the
requirements that are inevitable for the position that they are being hired for.

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Labour market analysis and effective planning
The issue that has been highlighted by the Care Quality Commission after reviewing the
Queen Alexandra Hospital in Portsmouth is that there is a gap in the hiring process in the
radiology department and there have been incidents where people have been misguided due to
wrong interpretation of the reports (Press Association 2017). There is lack of people in the
department hence people proxy the position of the radiologist. Labour market helps the
organisation understand the demand of the position in the market and compare it with the
organization, if there is low supply the company has to make amendments in the planning
process to ensure that the positions are met (Jackson et al. 2014)
In a service sector industry like healthcare it is important to focus on the consumer and
understand their requirements and accordingly build the plan. Labour market analysis will help
the company determine the right place for the right person at the right time so that the efficiency
of the organisation improves with the performance of the right person (Matthews-King 2017).
Planning, staffing, appraising, compensating, as well as training and development are the five
main functions that human resource focuses on and the labour market helps organisations in
effective planning with facts and figures regarding the availability of the labour force (Ginter et
al. 2018).
Importance of short term and long term planning in business decision making
Organisations operate to strive to reach their goals and objectives, the goals of the
company remain the same whereas the objectives of the company keep changing in order to
reach the goals (Purce 2014). Similarly, the companies also have strategic management planning
for the human resource which can be divided in short term and long term planning.
Implementation of a policy like incorporation of change is one can be a part of short-term

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planning but in the long term planning can be based on a wider horizon. Long term planning can
be improving the human resource performance by 30 percent. As NHS has been offer a
handsome budget the organisation is expected to planning in terms of labour market from a long
term as well as short term perspective (Matthews-King 2017).
Effective HR strategies to improve its performance of NHS
The issue that has been highlighted in the article published in The Guardian indicates the
there is a clear gap of skill and expertise in various departments of hospitals around the country.
As healthcare industry is such an important service industry the organisations should not
compromise with the availability of expertise due to any reason (Cascio 2018).
Hiring is one of the most important HR functions and the organisations must use the help
of labour market analysis in order to understand the prerequisites of the positions that are vacant.
The requirements of the position should be fulfilled by each of the people who are interviewing
for the position. The remunerations as well as the benefits that are offered by the organisation to
vacant positions should be at par with the rest of the market (McPake et al. 2013).
Another strategy that HR department can plan to improve the performance of the staff
members of NHS is training and skill development process. This will ensure that people are
accustomed with new technologies and skills which are required by the position. Training
process will help in the betterment of the performance of the employees in a holistic manner,
their productivity and increased level of performance will also be beneficial for the company in
the long term (McPake et al. 2013).

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Another long term strategy that the organisation has to implement is for the retention of
the high performing employees. With the help of motivation and added benefits the level of job
satisfaction of the high performing individuals can be improved (Cascio 2018).
Conclusion
NHS should invest the money that has been allocated in the budget to undertake labour
market analysis which will help the organisation to understand the HR associated gaps that are
prevalent in the organisation and the reason for high attrition rate as well. Based on the result of
the analysis the organisation should implement the above stated recommendations to ensure that
the organisation do no lack in their performance in the future.

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EMPLOYEE TALENT AND PEOPLE RESOURCES
Task 2
Reflective Log the experience of conducting the job interview exercise
The goal of the company is to build a trustworthy valuable customer relationship, in order
to do that the strategy of understanding and analyzing the labour market will help the company
hire people who have the basic skills to fulfill the position that is vacant. For example, if a person
has applied for the position of a nurse then the application will be rejected if he or she does not
have the qualification and the primary requirements that are observed for a nurse in the labour
market analysis. Because of the gap in the requirement there have been several incidents that
have set the reputation of the organisation at stake. This is also a part of the function of the HR
department that is observed in the literature. The idea is to develop a staffing requirement based
on the position and the basic qualification and skill criterion list that is required to apply for the
position. It is not only hiring people with proper qualification and skill that has to be in the
framework the remuneration and benefit strategy should also be at par with the industry and
other competitors in the market. With the budget that has been sanctioned to NHS the
organisation can improve the quality of talent in the organisation as well as improve the level of
job satisfaction and commitment of the employees towards the company and achieving the
strategic goals of the company (Matthews-King 2017). Apart from this with the help of the
analysis of the labour market research the responsibilities of the positions will also be clearly
mentioned in the framework and guidelines, this is called a guideline because it has to be
changed and evolved with time and it is the duty of the Human Resource department of the
organisation to keep up with the changes in the requirement as well as in the responsibility. The
salary and remuneration strategy has to also evolve with time and the procedure for promotion

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and appraisals should also be also recorded. This will allow the Human resource department to
have a structured process of hiring, retaining and promoting people.
The strategy that is developed directly impacts the current position or tackles the issue
that NHS has been encountering (Matthews-King 2017). The framework or the guideline will
help the hiring process easy and will streamline the requirement criterion. Talent management is
the allocation of the most important resource that the organisation in the healthcare industry
posses so that the efficiency of the organisation improve. In order to ensure the skill and the
expertise of the people are used in the right position, for example a person who has specialization
in radiology should not be put in the organisation to do clerical job. Therefore the requirement
framework will help the people be in a position they have been trained and qualified for (Press
Association 2017).
The analysis of the labour market was an advantage as it had provided with useful
insights regarding the market and the gap that was causing some of the issues in the company.
This has helped to create the requirement and hiring framework. This framework will have all
the positions listed and all the requirements for each of these positions both in terms of skills and
qualification. As the management of the organisation wanted to initiate a change in the
recruitment process it has become much easier for the team to work.
The strategy also included people who are already in the operation to go through a test to
determine their skill and expertise, which had received severe resistance from the former
employees. The test of the result would ensure the list of people who requires training and skill
development programs. The company will also help the employees to develop their career and
provide promotion for the ones who are exceptionally good in the test but, the communication of

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the strategy was faulty and was unclear to the people therefore the resistance was normal. After a
formal communication process with the employees of the organisation and the pros and cons of
the strategy was explained to them the resistance had lowered in intensity but there was still
prevalence.
Something that I would have done differently in the job interview is advertising for the
post, as an organisation in the healthcare sector the people should come in to the organisation
with a perception of being helpful and caring rather than earning money and hence the promotion
of the vacant position should ensure some humane aspect to it rather than communicating a
direct requirement for the post the focus should be on what the post would allow the person to
achieve in terms of social work and sustainability. This would explain the qualification and the
requirements of the position better.

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Reference list
Alfes, K., Truss, C., Soane, E.C., Rees, C. and Gatenby, M., 2013. The relationship between line
manager behavior, perceived HRM practices, and individual performance: Examining the
mediating role of engagement. Human resource management, 52(6), pp.839-859.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Ginter, P.M., Duncan, J. and Swayne, L.E., 2018. The Strategic Management of Healthcare
Organizations. John Wiley & Sons.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), pp.1-56.
Kelley, J.M., Kraft-Todd, G., Schapira, L., Kossowsky, J. and Riess, H., 2014. The influence of
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Matthews-King, A., 2017. Budget 2017: NHS trusts given extra £350m for entire winter, despite
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McPake, B., Maeda, A., Araújo, E.C., Lemiere, C., El Maghraby, A. and Cometto, G., 2013.
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Ons.gov.uk., 2018. UK labour market: February 2018. [online] ons.gov.uk. Available at:
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Press Association., 2017. Cancer x-ray services under review after serious failures. [online]
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Perspectives on Human Resource Management (Routledge Revivals), 67.

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