Individual Research Portfolio: People Management in the NHS (MG411)

This report provides an in-depth analysis of people management practices within the National Health Service (NHS). The report examines three key areas: leadership and management, training and development, and talent management. It discusses the importance of transformational leadership and systems theory in addressing the NHS's challenges, and recommends specific actions for leaders and managers. The report also explores the application of the ADDIE model for training and development, emphasizing the importance of employee skill enhancement. Furthermore, it delves into talent management strategies, including the Talent Management Model, and highlights the significance of aligning HR practices with organizational goals. The report concludes with recommendations for the NHS to improve its people management strategies, emphasizing the need for strategic planning and employee development to achieve long-term success. The report also considers the internal and external influences affecting each area, providing comprehensive insights into the complexities of people management within the NHS.

Introduction to
People
Management

Contents
INTRODUCTION...........................................................................................................................................3
MAIN BODY.................................................................................................................................................3
Leadership and Management..................................................................................................................3
Training and Development......................................................................................................................4
Talent Management................................................................................................................................5
CONCLUSION...............................................................................................................................................6
REFERENCES................................................................................................................................................7

INTRODUCTION
People Management refers to the use of a wide range of approaches, methods and
techniques so that the management of the people within an organization can be done highly
effectively and efficiently. This helps in ensuring that the attainment of the goals and objectives
in the future can be carried out in a proper manner (Chiscano and Jiménez-Zarco, 2021). For this
report NHS has been considered. It provides different types of healthcare services to the public.
It has been facing various types of problems in its different areas which have to be resolved. In
this assignment, specific focus will be made on these areas so that the management of the
organization can be done in a better way.
MAIN BODY
Leadership and Management
It is an important area to be focused upon because it is important for the leaders and
managers of a particular organization to make sure that they are able to take the necessary
actions for boosting the motivation and morale of the employees thus making them perform
better and contribute towards attainment of organizational success (Dandage, Rane and Mantha,
2021). NHS is therefore required to consider the following leadership model for bringing the
required improvement in its functioning effectively and efficiently in the right manner-
Transformational Leadership Model- This model focuses on ensuring that the
transformation can be brought in the right manner which is helpful in dealing with the different
types of changes quite effectively and efficiently (Gibson and et.al., 2021). As NHS is facing a
lot of problems and issues, it is quite important that the use of this model can be made so that the
required transformation can be implemented in a proper manner.
For the issues which NHS is facing, transformation is required. Thus it is quite essential
that the employees of the organization are gradually introduced to change. They will initially
show some resistance towards change and it is the duty and responsibility of the management of
the firms so that they can motivate the employees in such a manner so that they are able to face
the change quite effectively and efficiently in a proper manner.
Systems theory- In this theory, there is a specific focus on ensuring that an overall
change can be brought in the system which will help it in making it better (Harris, 2021). Thus,
the main focus of this theory on bringing an overall improvement in the system of the company
and ensuring that the functioning is done in a right way. This is crucial to ensure that the
management is able to enhance the overall productivity of the workers with the help of this
theory and thus a change in the system is helpful in the management of all the activities in a
smooth manner. NHS can make the use of this theory because it is facing a lot of problems and

issues and therefore an overall change in the system is desired for it so that the problems and
issues can be solved and thus the improvement can be made in the structure of the organization
by making it better and this will help in the attainment of goals and objectives.
For the issues which are faced by NHS, the application of Systems theory is required.
This is so because it is quite essential that the application of this particular theory can be made so
that the improvement in the system can be made in a right manner. This will help in solving the
issues which are faced by the organization.
Roles and priorities- The roles and priorities of NHS management and HR function here
is to make sure that the application of both of these models can be made in the right manner so
that the improvements can be made properly (Haussleiter and et.al., 2021). Therefore, NHS is
required to make sure that the Leadership models are used by consulting its leaders and
identifying their needs and preferences regarding Leadership which will be highly helpful for the
organization.
Internal and External influence on these areas- There is an influence of the internal
and external factors on Leadership and Management. The internal influence is generated due to
the factors concerning employees, operations etc. The external influence is generated due to the
factors concerning the external business environment, opinion of the people etc.
Recommendations- It is thus recommended to the leaders and managers of NHS that for
resolving the issues which are facing the organization takes the appropriate actions. For this it is
needed that a meeting is called and all the problems and issues are discussed in that meeting
which will lead towards ensuring that the resolution to these problems and issues can be
provided and thus the overall level of efficiency and effectiveness of the organization is
enhanced.
Thus, in this way Leadership and Management becomes a main area of focus for NHS.
By bringing the required improvements here the organization can ensure their development in
the right manner which is quite important. Therefore, for this purpose the use of proper planning
is quite essential which will be helpful in ensuring that the implementation of plans can be made
and thus the plans are used quite properly which will be helpful in finding a resolution to the
issues which are faced by the organization.
Training and Development
Training and Development refers to making the use of techniques which are helpful in
ensuring that the employees are guided properly so that they are able to contribute their best with
maximum productivity towards the organization (Monahan and et.al., 2021). This is crucial so
that these employees are able to contribute at their best for the organization so that it is able to
attain sustainable level of success in the future. Thus NHS is required to make sure that it is able
to provide Training and Development to its employees so that their skills and competencies can
be enhanced and thus in this way they will be able to contribute to the organization with more

efforts. Their knowledge will be increased and this will help them in the future as they will be
able to ensure that they can use it properly to rise in their career in the future.
ADDIE model- The use of ADDIE model can be made by the management within the
organizations to ensure that the instructors are able to provide a systematic training to the
different types of employees and are able to make sure that they can manage out the wide range
of needs and requirements quite effectively and efficiently in a proper manner. There are five
phases which can be used in this model. These phases are Analysis, Design, Development,
Implementation and Evaluation. These phases can be used in order to represent a dynamic,
flexible guideline for the purpose of building effective training and performance support tools.
NHS is thus recommended to make the use of this model which will be helpful for
management of the workers. The track of the day-to-day performance of the workers can be kept
in a better way through this and if there are deviations and variations witnessed in the
performance then they can be communicated to them. This will ensure that the workers are able
to make the best efforts for the purpose of removing these deviations and variations which will
be quite helpful for them. Thus, it is important for the management of NHS to make a detailed
study about this model and apply it in the processes of the organization which will be quite
helpful in making it more efficient. Therefore, it is quite useful to make sure that the future goals
and objectives are attained in a proper way.
Roles and priorities- NHS’s management is required to ensure that the development of
high-level of roles and priorities for the customers can be done which can be quite useful for
them (Mooney and et.al., 2021). Therefore, in this way NHS has to ensure that it identifies the
needs and requirements of the employees of the organization and makes use of the appropriate
methods and approaches so that these needs and requirements can be fulfilled which will thus
help in ensuring that the enhancement in the overall skills and abilities of the employees can be
carried out.
Therefore, the managers of NHS have to be quite careful in ensuring that they can
identify the roles which are required to be played by them which will be quite helpful for them in
making the organization work in a better way effectively and efficiently in the future.
Internal and external influence on this area- The internal factors which will affect this
area are size of the organization, availability of funds and the external factors which will affect
this area are strategies adopted by other organizations, dynamic needs and requirements in the
market. Thus, NHS is required to consider all of these factors.
Recommendations- It is recommended to the management of NHS that it is able to
ensure that it can effectively and efficiently identify the influence of the factors affecting the
employees. Therefore, in this way a strategy can be prepared in detail for the purpose of ensuring
that the Training and Development of the employees can be provided in the right manner so that
they are able to attain their goals and objectives in the future quite appropriately.

Talent Management
Talent Management refers to the use of the strategies and methods through which the
talented people in the organization can be motivated to perform at the best of their skills and
abilities and thus contribute their best towards the organization. It is quite an important process
to be conducted by the HR department of an organization so that the workers are able to
contribute more to the organization(Rayman and et.al., 2021).
Talent Management Model- Talent Management model has the stages of Planning,
Attracting, Developing, Retaining and Transitioning. Therefore, as per this particular model the
management of the talented employees within the organization can be done in the right manner
which will thus lead towards ensuring that these workers can be given an appropriate opportunity
so that they are able to display their talent (Taylor, 2021). Thus, NHS can use it so that it helps in
Talent Management and will be quite helpful for it to resolve its issues.
Roles and priorities- In Talent Management, the different types of roles and priorities
are required to be played by the HR department of the organizations. HR department in NHS is
required to make sure that it is able to play these roles and priorities by ensuring that the
appropriate goals and objectives within the organization can be set and thus will help in ensuring
that the better management of the talent of the people can be done. This will also help NHS in
resolving its issues.
Internal and External influences- The internal factors which will impact Talent
Management are Skills and Abilities of the employees, HR strategy etc. The external factors
which will impact Talent Management are Business Environment Forces, Needs and
Requirements within the industry etc. Therefore NHS is required to make sure to provide
appropriate consideration to these factors (Umbrella, 2021).
Recommendations- It is recommended to the management of NHS that it is able to apply
the Talent Management Model in an appropriate manner. This will be quite helpful in ensuring
that the organization is able to attain its wide range of goals and objectives quite appropriately.
Thus, it becomes quite essential that the HR department in the organization is able to formulate a
particular policy for this particular purpose which will thus help it a lot in ensuring that the
strategic edge can be attained over the other organizations. This can be done through enhancing
the skills and abilities of the employees.
CONCLUSION
From the above report, it can be concluded that People Management refers to the
methods and techniques through which a proper management of the workforce of the
organization can be done. Therefore, it is very important for the managers of the organizations
that they are able to make its use so that the issues of the organization can be solved and it can
progress in a right way in the future.

REFERENCES
Books and Journals:
Chiscano, M. C. and Jiménez-Zarco, A. I., 2021. Towards an Inclusive Museum Management
Strategy. An Exploratory Study of Consumption Experience in Visitors with Disabilities. The
Case of the CosmoCaixa Science Museum. Sustainability. 13(2). p.660.
Dandage, R .V., Rane, S. B. and Mantha, S. S., 2021. Modelling human resource dimension of
international project risk management. Journal of Global Operations and Strategic Sourcing.
Gibson, N. and et.al., 2021. Prevention and management of respiratory disease in young people
with cerebral palsy: consensus statement. Developmental Medicine & Child Neurology. 63(2).
pp.172-182.
Harris, D. R., 2021. Domesticatory relationships of people, plants and animals. In Redefining
nature (pp. 437-463). Routledge.
Haussleiter, I. and et.al., 2021. The somatic care situation of people with mental illness. Health
Science Reports. 4(1). p.e226.
Monahan, K. J. and et.al., 2021. Management strategies for the colonoscopic surveillance of
people with Lynch syndrome during the COVID-19 pandemic. Gut. 70(3). pp.624-626.
Mooney, O. and et.al., 2021. Self-management in children and young people with epilepsy: A
systematic review and qualitative meta-synthesis. Journal of Health Psychology. 26(1). pp.126-
139.
Rayman, G. E. R. R. Y. and et.al., 2021. Dexamethasone therapy in COVID‐19 patients:
implications and guidance for the management of blood glucose in people with and without
diabetes. Diabetic Medicine. 38(1). p.e14378.
Taylor, E., 2021. Free parking for free people: German road laws and rights as constraints on
local car parking management. Transport Policy. 101. pp.23-33.
Umbrella, R. A., 2021. Soft Skills in Human Centered Management. Soft skills for human
centered management and global sustainability.