Exploring Factors Influencing HR Performance in UK Healthcare

This dissertation investigates the factors influencing human resources performance in healthcare organizations in the UK. It addresses challenges such as staffing shortages, employee turnover, and burnout. The study aims to explore the influence of employee engagement, training and development, leadership style, motivation, and rewards on employee performance. Employing a qualitative research method with primary data from interviews and secondary data from online articles and journals, the findings indicate that factors like rewards, recognition, and training programs positively impact employee motivation and enthusiasm, ultimately improving human resource performance within the UK healthcare sector. The research delves into both intrinsic (leadership, motivation) and extrinsic (engagement contracts, training, rewards) factors, providing a comprehensive analysis of the elements shaping HR performance in UK healthcare settings. Desklib offers this solved assignment and many other resources for students.

Dissertation
Abstract
The current project is based on the topic of exploring Factors That Influence Human
Resources Performance in Healthcare Organisations in The UK fir which an investigation is
undertaken on the health care sector of UK. It has been seen that many challenges and issues are

being faced by heath care organisation that comprises of lack of staffing along with higher
employee turnover and inefficient performance of staff due to burnout and tight schedules. Thus,
current study has been taken out with the main aim of explore about the Factors That Influence
Human Resources Performance in Healthcare Organisations in The UK. Apart from this, the
main objectives of current study are to analyses about the influence of type of employee
engagement contracts on employee performance, influence of training and development on
employee performance, influence of leadership style on employee performance, influence of
motivation on employee performance and influence of rewards and recognition system on
employee performance.
For undertaking current investigation, use of qualitative nature of research method is made
which comprises of detailed and in-depth analysis of information and human behaviour to
effective analysis and meet the set objectives. Along with this, use of both primary as well as
secondary sources of information is made to have both first hand as well as analysis of pre-
existing facts. Primary data supported the authenticity of facts that is collected with the help of
interview while secondary information has provided improved base and framework for current
study that is analysed with the help of online articles and journal. The main finding and
conclusion of current study comprises of positive impact factors present wit workplace that of
Influence Human Resources Performance in Healthcare Organisations in The UK. It has been
find out that factors like rewards and recognition along with training and devolvement
programmes supports higher motivation and boots the passion and enthusiasm of employees
which supports improved human resource performance within a health care setting.
Table of Contents
Abstract............................................................................................................................................1
Topic: Exploring Factors That Influence Human Resources Performance in Healthcare
Organisations in The UK.................................................................................................................1
INTRODUCTION...........................................................................................................................1
A brief description of the topic...............................................................................................1
Aims and objectives...............................................................................................................2
Rationale for selection of topic...............................................................................................2
Brief methodology description...............................................................................................3

Research questions.................................................................................................................4
Synopsis of the chapters.........................................................................................................4
CHAPTER ONE: LITERATURE REVIEW I................................................................................5
Main question 1: What are the intrinsic factors that influence human resource performance in
healthcare organizations?.......................................................................................................6
Analysis of set objective to meet the above stated research question....................................7
Establish the influence of leadership style on employee performance...................................8
Establish the influence of motivation on employee performance........................................10
CHAPTER TWO: LITERATURE REVIEW II............................................................................13
Main question 2: What are the extrinsic factors that influence human resource performance in
healthcare organizations?.....................................................................................................13
Analysis of set objective to meet the above stated research question..................................14
To establish the influence of type of employee engagement contracts on employee
performance..........................................................................................................................14
To determine the influence of training and development on employee performance..........17
To determine the influence of rewards and recognition system on employee performance 18
CHAPTER THREE: METHODOLOGY......................................................................................21
CHAPTER FOUR: FINDINGS, ANALYSIS, DISCUSSION.....................................................26
4.1 FINDINGS.....................................................................................................................26
4.2 ANALYSIS....................................................................................................................32
4.3 DISCUSSION.................................................................................................................34
CONCLUSION..............................................................................................................................37
REFERENCES..............................................................................................................................41

Topic: Exploring Factors That Influence Human Resources Performance in
Healthcare Organisations in The UK.
INTRODUCTION
A brief description of the topic
A health care organisation can be defined as a purposefully and systematically designed
and well-structured social system that has been developed with the main purpose of delivering
healthcare services by some specialized workforces or staff with the aim of providing medical
supports and care (O’donovan and Mcauliffe, 2020). Beside this, the Health care organisation are
the one the main purpose of which are to offer clinical authorities like nurses, doctors,
pharmacists etc. to provide and ensure wellbeing services to a tremendous number of people.
Further, the simplest form of definition for health care organisation is provided by the WHO
which suggest the healthcare companies comprises of all sort of organisation, individuals and
activities that are related with the promotion, restoring and maintaining improved health. Along
with this, it has been also analysed that the health system of UK was tend to emerged after the
second world war the NHS was established during the 5 July, 1958. Despite all political and
organisational changes, it has been seen that improvement in health care services are must for
better economy growth and more productivity and healthy society (Zheng, Khan and Hussain,
2020). Thus, in UK many healthcare organisations are established for which NHS act as a person
centred services and remain ubiquitous to provide improved health services. It has been also
analysed that various studies that effective HRM is key and core aspect to provide improved
health care services.
Many studies are conducted and lead out on the health care organisation of UK which
reflects that the operation of the NHS across the UK is relatively efficient and is performing well
in a continuous manner and also managing long-term conditions with "an unusually low level of
staffing and, in at least some categories, equipment" compared with other countries (Chen, Li
and Chen, 2021). Thus, an analysis and research gap is identified that lack of proper staffing and
management of human resources are the main issues and challenges that are seen within the
healthcare organisation of UK. It has been also suggested by many studies that the NHS is doing
quite well with the money it has many improvements in use of machine and tools to effectively
supports better medical facility. In a 2017 report which was presented by the Commonwealth
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Fund for providing ranking developed-country healthcare systems, the United Kingdom was
ranked the best healthcare system in the world overall and was ranked the best in the following
categories: Care Process (i.e. effective, safe, coordinated, patient-oriented) and Equity (Gao,
Ding and Wu, 2020).
Thus, on the basis of these past studies it has been analysed that overall the healthcare
system of UK which is managed by NHS is efficient and effective in meeting the purpose of
providing medical supports and care to individuals. But many issues related with staffing and
management of human resource is being faced within the health care organisation of the UK that
tend to be related with the Recruitment in Healthcare and is being challenged by today's talent
shortages along with Wage Competition, Turnover and Retention, employee Burnout, Training
and Development, Safety, Digitization and managing employee privacy and wellbeing.
Therefore, current study is lead out on the topic of Exploring Factors That Influence Human
Resources Performance in Healthcare Organisations in The UK.
Aims and objectives
The main aim of conducting and leading out current study is, “To explore about the Factors
That Influence Human Resources Performance in Healthcare Organisations in The UK.”
Research Objectives
 To establish the influence of type of employee engagement contracts on employee
performance
 To determine the influence of training and development on employee performance
 Establish the influence of leadership style on employee performance
 Establish the influence of motivation on employee performance
 To determine the influence of rewards and recognition system on employee performance.
Rationale for selection of topic
With respect to above stated background of the project it has been analysed and observed
that the staffing and management of human resources is the main challenges faced within the
healthcare of UK that directly affecting the performance level of employee. Thus, selection of
current topic is rationale and significant as it facilitates better analysis and implication of factors
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which lead significant Influence Human Resources Performance in Healthcare Organisations in
The UK so that better management of individuals and employees can be ensured to provide
improved quality of health care services. Current study is rationale to draw a better underdoing
about the influence of intrinsic and extrinsic factors on performance so that improved efficiency
of staff can be ensured within the health care organisation of UK. Beside this, current study also
meets the personal interest of researcher and also ensures improving in the skill and
competencies to have better opportunity in future.
Brief methodology description
This mainly includes qualitative and quantitative method of investigation. For performing
present investigation, the qualitative type of investigation has been adopted by the researcher as
it allows the scholar to present in-depth and more detailed information about the fact that how
the various intrinsic and extrinsic factors are influence Human Resources Performance in
Healthcare Organisations within The UK. Apart from this, making use of appropriate research
method based on qualitative it helps in getting more accurate and reliable data for the study
(Karatepe, Rezapouraghdam and Hassannia, 2021). Further, out of primary and secondary
research method the research methodology that has been used within this study is based on
secondary research in all the research areas mentioned above. This project aimed to implement
the direction of the study to achieve its perspective, objectives and questions. Selection of the
appropriate research methodology is vital and important for all the dissertation and leading
effective study as the outcome of an investigation relays over the type of method adopted for
conducting the investigation. The secondary source of research that is being adopted within
current study is mainly refers to as an information which is collected by some another person
previous for conducting their study which remain similar to current study area and now used by
researcher to develop understanding about current research topic (He, Morrison and Zhang,
2021). The secondary investigation is very helpful as it helps the researcher in determining
nature of study and also direct the investigator about the direction over which the further
investigation must be presented. With respect to the current study the collection of the secondary
information would be made with the help of various sources like online journals, article, web
pages, old record, books etc. Making use of secondary research is effective and viable as it is less
complex and time consuming in nature thus, supports more efficient and better undertaking of an
investigation.
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Research questions
 What are the intrinsic factors that influence human resource performance in healthcare
organizations?
 What are the extrinsic factors that influence human resource performance in healthcare
organizations?
Synopsis of the chapters
INTRODUCTION – The section of the dissertation comprises of the information about
basic introduction of research area of dissertation that help reader in identifying about the
meaning of topic chosen, background of the study and reason behind selecting the topic. Other
than this it also contains information such as aim and objectives of the study on which whole
dissertation depends. It forms the crucial section of research project as makes aware about the set
topic under background of study and also facilitates information about the main aim and set
objectives on which the whole investigation is based. This section comprises of the discussion
about the health care organisation and their development in UK along with analysing the key
issues and challenges that are faced to provide a rational and significant reason for undertaking
current study.
CHAPTER 1 and 2: LITERATURE REVIEW – After introduction the next chapter is
literature review which help in presenting in-depth information about the research topic that help
in understanding the nature of study. For performing literature review the information from
secondary sources will be gathered in order to critically review the view point of several authors
who have already performed investigation over topic which is related with current study. The
literature review has been divided two chapters each related with a single main question. The
First chapter of literature review is based on the research question of intrinsic factors that
influence human resource performance in healthcare organizations under which two objectives
are reviewed comprises of Establish the influence of leadership style on employee performance
and Establish the influence of motivation on employee performance. Further, the second chapter
of literature is based on second research question i.e. the extrinsic factors that influence human
resource performance in healthcare organizations under which fore objectives Analysis of set
objective to meet the above stated research question, To establish the influence of type of
employee engagement contracts on employee performance, To determine the influence of
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training and development on employee performance and To determine the influence of rewards
and recognition system on employee performance are analysed.
CHAPTER 3: RESEARCH METHODOLOGY – This is the third chapter of dissertation
which involve a discussion regarding the range of methods or tools that are adopted by the
investigator for performing current study in order to gather, analyse, interpret and arranged data
in effective manner along with reason behind adopting a particular method. The combination of
tools and methods used by researcher help in identifying the reliability and validity of study.
With respect to current study use of qualitative form of research method has been made which
comprises of interview questions. Along with analysis of any secondary form of information
would be made as it is less complex and not much time consuming along with providing support
with the help of past findings.
CHAPTER 4: FINDINGS, ANALYSIS, DISCUSSION – In this chapter the data
collected for the investigation such as primary and secondary information are arranged and then
analysed to determine the finding of the investigation. The data analysed within this section help
in presenting the actual finding out of data that further utilised to conclude the outcome. In this
section the primary data will be evaluate and presented with the help of graph and secondary data
will be discussed to summarise the understanding gathered from it.
CONCLUSION– This is the second last chapter of investigation which focuses toward
summarising the overall finding of study in order to conclude the actual result that researcher get
from analysing of primary and secondary data analysis. This section helps in determine that
whether the finding of study is in line with research objectives and does it support in achieving
the main aim of the study. On other side, it also presents recommendation about the issues that
are found with the help of investigation so that problem can be resolved with the help of
information present in study.
CHAPTER ONE: LITERATURE REVIEW I
This chapter comprises of a systematic analysis of set research questions and objectives with
the help of review and analysis of past recorded secondary information. Literature review forms
a vital and important part of every investigation as it leads out a base and provides a framework
to undertake an investigation in more improved and efficient manner (Verčič and et. al., 2021).
The current chapter is focused on analysis of intrinsic factors that influence human resource
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performance in healthcare organizations for which a detailed review of influence of leadership
style on employee performance and influence of motivation on employee performance is made.
Main question 1: What are the intrinsic factors that influence human resource performance in
healthcare organizations?
With respect to the information provided by the Yang, H. and Li, D., 2021, it has been
analysed that the intrinsic factors are the one that act from within the individuals and directs and
motivates them through creating an inner value. The intrinsic factors that are commonly seen
within a health care organisation comprises of employee achievements, recognition, work itself,
responsibility and advancement, salary structure, the level to which the employees feel
appreciated, and the employee perception of their jobs among other factors. It has been analysed
that the these intrinsic factor act as an internal motivator that drives positive behaviour change
within the employees at health care by the way of tapping into their internal feelings. Thus,
intrinsic factors ways a viral role in creating positive inner feeling in employees that provides
reasons and improved direction for staff of healthcare to perform their jobs in improved manner
drive by inherently enjoyable feeling (Li, Wang and Zhao, 2021). Apart from this, it has been
also analysed that intrinsic factor helps in creating higher level of initiative and concentration in
employees by the way of leading a more positive and healthy workplace environment which
helps in boosting the performance and efficiency level of employees within a health care
organisation.
Beside this, as per the view point of the Chen, H., Li, L. and Chen, Y., 2021, it has been
observed intrinsic factors creates and leads to a positive internal commitment which involved
three main factors that caters and drive improved performance in the employees within a health
care setting. A discussion about some of these essential factors of the intrinsic motivation has
been evaluated and discussed as below:
Autonomy- This element of intrinsic motivation creates a feeling of having choice that
what ones done and it has been also ensured that its efforts and actions are not being controlled
by others. It has been observed that within a health care setting, a staff or health carer has to take
care of many patients and individuals who are coming from a diverse group and personality.
Thus, at that time it become essential to give them significant amount of independence and
freedom of choice in their work that is vital aspect of intrinsic motivation which have a positive
impact on the human resource performance within health care organisation (Mittal, 2021).
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Mastery- This aspect of the intrinsic motivation is related with the feeling of having self-
competent along with high potential and abilities mixed with an employee as per the level of
challenges and task. It forms out a vital part of intrinsic factors that the job role and abilities of
carer and medical staff must meet and needs to be as per the task and activities needs to be
preferred by them to ensure a feeling of self-competent and satisfaction. Thus, an analysis can be
made that proper bifurcation of responsibility and task among the staff as per the key
competency is a vital intrinsic factor that supports better human resource management and higher
performance level by the way leading a sense of confidence and higher satisfaction within the
staff of health care organisation (Carlini and Grace, 2021).
Connection- It is also vital and most important aspect of the intrinsic factors as to motivate
and drive an internal enthusiasm among employees it is essential that feel and experience a scene
of purpose and connection. Thus, having a positive way of relating and interacting with people
and other staff members is vital intrinsic factor that reflect high level of employee engagement
which supports improved human resource performance (Bizri, Wahbi and Al Jardali, 2021).
Thus, an analysis can be made out that the intrinsic factors which consists of employee
achievements, recognition, work itself, responsibility and advancement along with clearly stated
salary structure and level to which employees feel appreciated play a vital role in ensuring
autonomy, Mastery and Connection with regard to the desired change which supports and creates
a higher level of performance by human resource within a health care organisation. It has been
analysed that an internal zeal and enthusiasm is being drive by the intrinsic factor along with
leading higher sense of connection, trust and confidence that have a positive impact on human
resources performance in a health care organisation.
Analysis of set objective to meet the above stated research question
It has been analysed that the intrinsic factors comprise of the genetic, physiological, and
pathological characteristics of an individual which leads influence on the performance of human
resources within a healthcare organisation. To analysis and evaluate about the above stated
research question based on intrinsic factors that influence human resource performance in
healthcare organizations systematic literature review of two objectives comprises of influence of
leadership style and influence of motivation on employee performance is made which is
reflecting the overall influence of intrinsic factors on influence human resource performance in
healthcare organizations (Quratulain and Al-Hawari, 2021).
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Establish the influence of leadership style on employee performance
According to the view point of Morrison, K.A. and Misener, K.E., 2021, it has been
analysed that the concept of leadership is mainly related and associated with the art of motivating
and directing some individual group of people to act in an efficient manner for achieving a
common goal. Thus, leadership comprises as a vital intrinsic factor that aim at creating an
internal motivation in the employees by the way of setting out an effective connection and
guidance for the employees. It has been observed that leadership is associated with setting a
positive workplace connection and relationship which drive internal motivation and satisfaction
in employee and also better human resource management and performance. It has been observed
that leaders and leadership style have profound influence on the employees and company success
and performance as they ensure proper coaching support and feedback for employees to have
improved performance and efficiency level. Further, an analysis can be made out that leadership
style forms out and present the way through which a leader guide and direct its employees that
have significant and direct influence on their performance (Choudhury, Mohapatra and Mohanty,
2021). An analysis of some of these leadership style has been provided below that tend to have
greater influence on employee performance within a health care organisation:
Democratic leadership style- This form of leadership style is also known as participative
leadership where the involvement and participation of each employee has been ensured and
valued. Thus, a sense of higher level of engagement and respect is being created by the
democratic or participative form of leadership. A vital and positive role is being played and lead
out by democratic leadership in enhancing the internal motivation and confidence level of
employee by the way of motivating them to share their perception and view point. A positive
impact is being lead out and bring by the democratic leadership style on the performance level of
employees as it creates a feeling of importance and value as their opinion are being listen and
implicated by the managers (Agarwal, Avey and Wu, 2021). Apart from this, a higher level of
creativity and innovation is also supported and bring out by democratic leadership style as it
supports effective communication and proper discussion before taking any decision. Thus, an
analysis can be made out that democratic leadership style has positive impact and influence in
employees performance level as it supports higher level of communication and collaboration at
workplace along with exchange of ideas and proper discussion which support higher efficiency
and improved performance. Implication of democratic leadership style within a health care
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