Human Resourcing and Talent Management Report: NHS and Strategies

This report provides a detailed analysis of human resourcing and talent management within the context of the National Health Service (NHS). Task 1 focuses on labour market dynamics, exploring how market forces, including education levels, skills, and competition, influence the supply of labor and the recruitment strategies of the NHS. It emphasizes the importance of labor market analysis for understanding trends, planning workforce needs, and designing effective training programs. The report also discusses the significance of both short-term and long-term planning in achieving organizational goals, highlighting their roles in adapting to market changes, managing budgets, and motivating employees. Task 2 reflects on a job interview exercise, outlining recruitment strategies that include effective job descriptions, candidate assessments, and career development plans to attract and retain skilled employees. The report assesses current issues within the NHS, emphasizing the importance of communication, care, and commitment in the selection process. The report concludes with a reflection on the interview process, identifying challenges and successes in evaluating potential candidates and aligning strategies with organizational needs, with focus on the importance of attracting, and retaining employees.

Running head: HUMAN RESOURCING AND TALENT MANAGEMENT
Human Resourcing and Talent Management
Name of the Student
Name of the University
Author Note

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Task 1
1.
Labour market is a place where employers and workers meet each other in order to fulfill
their professional needs. The numbers of people that consist of working age are employed or are
looking for the employment can be defined as labour force. Labour markets are flexible and are
quickly to adjust to a competitive equilibrium. It functions as the employers compete to hire the
suitable employees and on the other hand the employees compete to get the satisfying job for
them. The labour market functions in an economy with the two components of it namely demand
and supply of labour in the market along with the wage determination. These components are
influenced by the changes in the bargaining power.
The effect of the employees on the recruited employees of NHS, the competition is
marked by the level of education and the nature of the skills of each of the staff group and the
training they require to obtain the skills (Deming 2017). For example, the nature of training
among the nurses will be different than the training taken by the professional doctor. The labour
market has a direct impact on the supply of the labour recruited by6 the NHS. The type of skills
offered by the labour market, its size, ethnicity and gender altogether will contribute to the type
and quality of the population.
The attitudes of the employees are also important towards working in a caring profession
in NHS. The work attitude depends highly to the employee’s mind and thinking which can be
enhanced by the HR practices but cannot be changed until he or she would put efforts to change.
The labour market is also affected by the presence and absence of the competitors. The

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competitors also exist in the same market to compete to get to hire the skilful employees. This
will impact more critically in the service of the NHS (Fleischmann, Meyr and Wagner 2015).
The labour markets are prone to change any time and accordingly the organizations
should change to adopt the trends of the market by being more flexible and adaptability to
changes, and be ready for the upcoming situations. Working with market trend and management
to validate the market competitors and job matches as per the analysed result of the current
labour market.
Conducting a labour market analysis will help the organization to understand the present
market situation, needs and demands of the employees and as well as the other competitors. The
skill and knowledge of the employees that is in high availability can also be read from the
analysis obtained which will help to create the plans accordingly and frame the recruitment
process and selection criteria. The organization will be able to estimate the employment
unemployment benefit, re-employment services and training schemes for the employees of the
organization (Bonoli 2017). It also enables to plan the workforce which is essential for the
organization noting the factors of right people at right time with right skills. It will help to
understand and plan the physical and cognitive demands of the market. It is important to carry
out a purposeful analysis of the labour market so that it makes it easier for the training
developers to enhance and decide their required training to provide to the employees. It also
helps to determine the employee perspective, the salaries being paid and the additional funds
required to make the services more enhance.
The labour market analysis also helps to design the market trends according to the present
market situation such as the pay scale, merit and pay practices. Understand and establish the

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changes, adjustments and recommendations to the salary structure of the organization. In all
dimensions the labour market analysis is important because if the organization is not structured
according to the market trend then it would lose its potential employees and this could result into
loss for the organization.
The analysis of labour market done by the organization can help to understand the current
market availability and trends that will affect the organization share and investment planning.
The investment planning is an essential factor that is to be considered by the organization and the
analysis will ensure complete knowledge on the investment planning in the labour market and be
aware that the planning will give out potential benefits. The required fund or investment in the
organization is required to improve the services to an extent such that the customers are provided
with enriched services. It will also help the decision makers to frame the wages for the nurses
and the employers such that they can retain the employees in the organization.
2.
Short term planning helps to achieve the long term planning. Both these objectives are
essential for Anaya business decision to achieve the target in an organization. Simple, after
completing short term, goals the organization comes nearer to achieving company objectives
(Tomczak, Reinecke and Kuss 2018).
There are types of short term planning required according to the business needs. For
example, an organization to expand its business in other country, would take help of short term
goals setting small deadlines to meet the overall goals. These planning can be effective to use in
place where a big goal cannot be accomplished in one day. Along with evaluating the types of

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the strategy that needs to be implemented, the verifiable of the short term planning are also
essential to ensure the impact of the planning on the decision related.
Like short term, the long term plan is also crucial for an efficient and effective planning
in order to accomplish the objectives. Often long term planning is framed to solve permanent
problems and reach organizational goals as like short term, planning. Long term planning reacts
with the components of the company such as economic, social and political environment and
accordingly develops to shape the strategy as to achieve the long term goals. Both short term and
long term planning are built to achieve successful planning and ensure the continual progress
(Hammond, Keeney and Raiffa 2015).
Long term goals that are to be implemented in the planning or while framing the policy
focuses on the type of culture that is required by the company to achieve its vision and mission
not only in terms of growth but also in the sector of relationship with the customer and
stakeholders or the position in the industry. Long term affects the overall brand name of the
organizations.
Long term planning help to implement a new plan without wasting the time to test and
tweak with the ideas that are needed for a particular plan. For example, for a product launch or
change in an operation in the mid way the short term plan would not be applicable as these
would not give results based on the occurring of the operations. Long term planning also helps to
make the budget of the plan mainly for the longer period. For example while implementing a
new service which will require increased cost, in that case using of loans and budgeting a portion
of revenue for several years will allow funding new operation or services without effecting the

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current position of the organization. Similarly, if the NHS authority decides to clear the wage
pay of the nurses it can affect to build their long term goodwill of NHS.
Short term planning are planned in order to set small goals in front and achieve them
easily in order to reach to the company objective. Once the small planning help to achieve the
small goals it helps to increase the motivation among the employees and increase the focus of the
employees on the specific targets (Wheelen et al. 2017). It also creates a work attitude that helps
the employees to boost their confidence that they can reach to their objective by achieving the
small success. Short term plays critical role in the business needs.
Sometimes the test proven strategy also fails to result into successful strategy. In such
situation the short term planning are acquired and result into positive actions. the short term
planning can be helpful to the organization, as once the short plans is implemented and after
observing the result of the same, later it can be decided accordingly that if the result is not
effective then another strategy to be bought into planning and if the short term plan is successful
then it can be implemented as a long term plan for the organizational operations. For example for
considering short term planning, the multidisciplinary skills can be given to a group of 10 nurses
by training them with the help of external agency. In future if this results into effective skill
which improve the performance then the management can decide to extend the same training to
other nurses of the organization. Another short term planning that NHS can implement in its
operations are to carry good relations with the unions to prevent uncertainties that can affect the
NHS work environment and its decisions.

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Task 2
Reflect on the experience of conducting the job interview exercise.
Strategy Served
From the beginning the strategy to hire the right people, making an effective and
attractive advertisement of the job description for the employees including specific job role,
identifying the required skills, knowledge and ability for the job is essential. For the purpose of
KSA’s evaluation of the employees the test such as cognitive assessment and aptitude testing are
to be framed. This will help to gain the ability of the employees. The interview questions will
include case studies that need to be solved instant and quickly. The interview should be taken in
a manner which will put the candidate in a position to think creatively and with his own view and
knowledge solve the given case which will in turn show the efficiency of the candidate to tackle
unexpected situations.
After the final selection of the potential candidates the management would then offer
career building plans and professional trainings so that it seems benefit to the employees for their
future career and it will retain the potential employees. This will also benefit the organization to
achieve its objective and on the other hand keeping the internal customers happy (Houghton et
al. 2017).
Strategy addressing Current Issues
The strategy tested by the interview taken face to face and over telephone with the
candidates, gives the idea of the values and behavior, and the manner of their talking which is
necessary for the employees working in NHS. The current problem in NHS is that the employees
who are newly appointed or simply can be termed as the trainers are given the work of the

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experienced which is not completely valid as in a hospitality management the quality and the
care provided is essential that to be served to the customers. However, the strategy of taking
interview will help to understand the psychological behavior of the employee which will be
highly affected during the working shifts. The communication and care factors that are necessary
for the NHS employees will also be reflected by the result of the interview.
The courage to take care and commitment to amend the situations to help and care the
patients is also an identifiable issue that each of the employees while at the time of hiring should
be committed on a serious note (Girotti, Park and Tekian 2015).
What went well?
The processes before starting always seem perfect and in plan, but while executing the
plan various challenges are faced. However, the plan went well as it brought out many of the
potential candidates to confront with the company. There were many candidates who had
completed master degree in their specific stream and along with they had pursued Masters in
business as most of the people are aware that masters in business is a required skill that is
significance in business perspective.
What did not go well?
The strategy adapted to take decision based on overall performance of all the rounds was
time consuming. In addition, the chances of selecting a candidate who might not be appropriate
for the technical round which was estimated with the score in the interview but the candidate
might be good at management practices. In the same way the candidates scoring high marks in
the technical round while scoring less mark in the management would have been eliminated.
This can increase the chances of employing less talented employee.

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To improve the job interview
To improve the job interview I would have taken another strategy in the sense where the
employers had to undergo several different stages and each stage will consist electing
appropriate candidates according to the tested skill (Shackleton 2015). Each stage of interview
will be based on the different criteria such as aptitude round, computer skill test, management
and soft skill test including communication, care, commitment, competence, situation handling
skill and compassion, and finally the interview round following after a telephonic round. The
cognitive test is to be taken in order to understand the knowledge and the psychiatric sense of the
candidate (Tsoi et al. 2015). The selected candidates will be chosen based on their high score.
Then, the sorted candidates will be tested again in another multi question based test which will
help to evaluate the skills of their knowledge from all the perspectives.

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