MG411: Leadership, Training, and Talent in NHS People Management

This report examines people management within the National Health Service (NHS), focusing on leadership and management styles, training and development initiatives, and talent management strategies. It delves into the operational context of the NHS, a large public healthcare organization, and analyzes how these three areas – leadership, training, and talent management – underpin performance management. The report explores theoretical models such as clinical leadership theory, ethical leadership theory, and scientific management theory, offering recommendations for improving management practices, including interpersonal skills, communication, forward planning, and market awareness. It also addresses the importance of employee surveys, aligning training with management goals, and fostering innovation to enhance training and development programs. Furthermore, the report emphasizes the significance of talent management in attracting and retaining skilled employees, suggesting strategies like hiring efficient employees and offering training to promising candidates to improve organizational performance and patient care. The conclusion highlights the interconnectedness of people management with human resource management, leadership, and management processes within the NHS.

Introduction to people
management

Table of Contents
INTRODUCTION .........................................................................................................................3
MAIN BODY...................................................................................................................................3
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................11
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·INTRODUCTION
People management is a division of human resource. People management uses to make
the surrounding better for the worker and the organization itself. The professional staff of human
resource uses to work with the employees from the day of their hiring to helping them to
maximum potential. People management help the people by motivating them and enhance the
organization production. NHS (national healthcare service) is a public healthcare organization in
Great Britain. Provides medical facilities to society (Armstrong and Landers, 2018). This report
will evaluate NHS leadership and management, training & development and talent management
underpinning performance management in operation and by giving related theories as well as
recommendations of knowledge and skill that are required by management to work effectively
(Castillo and Hallinger, 2018).
l壱
l弐MAIN BODY
l壱Leadership and management
Leadership is about mapping out that where an individual wants to go to get success as
its group or as organization. Leadership is dynamical, inspiring and exciting in nature. When
leader is setting the way they also take uses of management knowledge and skill to give
guidance to the group or organization people to perform the work more efficient (Ferreira,
Mueller and Papa, 2018).
NHS is a public sector organization so its area to operate is smilier big then private sector
enterprise. There are different authorities and responsibilities that are divided into many division
in different departments of NHS. In NHS the manager who are working in middle are playing
vital role as the NHS is a large organization. For making any decision in such a large
organization NHS have appointed various leaders and skilled management team to deal with all
the problems of the employees because ultimately they will improve the production if they are
not treated well then they get demotivated. Leadership in NHS lead the employees to work better
and be motivated towards the work as well (Diamond and Spillane, 2016). Leaders in the

organization take different kinds of risk and develop a change environment in NHS. The leaders
have the vision and inspire other peoples as well-to-do their work effectively and the
management in the organization do various process to minimize the risk with effective
knowledge and skill. The management also improve the consistency of better work in NHS.
Management also develop the surrounding for leader to perform its work more efficiently
(Wæraas and Dahle, D.Y., 2020).
Theoretical model of leadership and management
Clinical leadership theory: NHS is a public healthcare organization uses to serve the society
with their medical facilities. For dealing with their patients they use clinical leadership that
influence for innovation and advancement of both NHS and the leaders itself. The clinical
leadership help to achieve there superior and safety majors. As NHS have applied clinical
leadership to serve their patients so the nurse are mainly leaded staff in it. The institution of
medical field have listed that the nurses of NHS are prepared to lead all the factors of healthcare.
The clinical leadership use different RN skill and also include the basic components of
leadership styles.
Ethical leadership theory : NHS uses the ethical leadership style in all process because the
employees are also having their particular exception with the organization that should be
fulfilled by the organization so that organization can run or effectively in the long-term. A leader
with ethical value will lead its employees very well and provide them rewards and also the
disapproval of the work both are required for a better leadership. Ethical leadership also help in
decision-making because the leader take the decision without and emotional touch hence this
leadership help to perform consistently for NHS (Dugan, 2017).
Scientific management theory: This management theory objective is to enhance the economy
efficiency and the employee's productivity. NHS is using this management theory as it is a
public organization governed by the government so its main aim and focus is to increase the
economy efficiency with the greatest efforts and its employee's should have their maximum
productivity and serving the society with the best efforts. This theory is developed by Taylor
(Noe and Kodwani, 2018).

Recommendations: Management is a very important part of any organization. The management
people should have knowledge and skills that is extraordinary from others as they are going to
manage the organization, so they should have a unique identity with the knowledge and skills.
For managing leaders and management itself the management should have :
Interpersonal skill: the management is all about deal with organizational peoples and employee's
so lead the groups and the teams in the NHS the management should earn the respect from its
employees and for doing this the management have to deal with NHS employee's effectively.
The interpersonal skill is developed through setting and giving time to understand the teams as
well employee's at individual and group stage. NHS management haver to show their managerial
skills and authorities, while keeping the capability to play their portion as a team member.
Communication and motivation: for an effective leader it is important to communicate in all
ways listening skills, verbal, written. The management and leaders have to make a faithful
relationship with employee's so that employee's can share their issue regarding the work and can
better communicate and able to be motivated if the leader will make a trust in mind of
employee's.
Forward planning & strategic thought: management people have a bigger image of their future
for NHS with their today work and responsibilities. The management have their plan for near
future which will set the priority in organizational goal (Harris and Mayo, 2018).
Market awareness: this knowledge is very important in current world most of the people are
lacking this knowledge behind but management and the leadership should have knowledge of
market practises so that they can give fresh examples to the employee's. It markets aware will
also help the NHS management to aware about companies objectives and also get the knowledge
of healthcare field and more (Harris and Jones, 2018).
l壱Training and development
This is generally got lower priority by the organization. Training and development helps
in improvement of performance of an individual as well groups of NHS. The training and
development often known as human resource development. The human resource of a NHS
develop its resources to be competitive in nature. Training are basically focuses on performing
current task and develop the individual to deal with future roles and responsibilities as well. The
main objective behind performing the training program to create learning in NHS which enable

employee's though addition of values so that they can perform their work more efficient. NHS
should provide different training in the healthcare field so that the nurse and related employees
get better knowledge of their medical science and handle their patients more effectively. With
training the employee's get motivated towards the work as well.
Theory of reinforcement: the reinforcement approach mainly emphasize on learning activity
of an individual employee's and advise that the learner is going to repeat the activity which will
lead to a positive output. The approach uses to suggest that training and the development of
individual are arranged with NHS objectives and a positive result should be expected by that
under training person. There are various techniques in the human resource which are made for
training and development and needed suggesting by this approach. Hence, if the training
programs are created by NHS itself then employee's get more interest and get motivated towards
training program and develop their abilities more effectively. NHS uses to provide services and
the peoples are expecting a quality in it so with training the employee's well the service will
automatically more efficient and patients will like them (McDonnell and et. al., 2017).
Recommendation: For better training and development of employee's is a big challenge of
every organization in this changing business surroundings. The training and development can be
improved in NHS by follows:
Survey of employees: Organization employees are the main source of getting the information
about performance of NHS. The employees are aware of what is going on the organization or
what should be transformed. The employees are generally desire to know NHS expectation from
its employs. Employees are also had desire to been trained to compete in the market.
Arrange training with management operational goals : the management in NHS have the goals
to enhance the performance, production, quality and all this should satisfy customer needs. So
the training should arrange with management so that employees will improve their knowledge,
more focused on standard of product and will serve the patient well. With arrangement of
training with management employees communication and direction skill will also improve .
Keep innovative: new and fresh innovation help to provide better training and development
because if there is no innovation the training program have no difference in them and employee's
will not get to know any new things and there is no development.

Training and development should include SWOT analysis that help to get appropriate training
and build a practical budget to explain in the training and development program so that
employee's can get it easily.
l壱Talent management support performance management
Talent management is a regular process of attract and retain quality of workers,
developing their knowledge and skills. The main aim of talent management is to find and create
motivate employees who are going to work for the NHS in long run. An effective talent
management is adverse component of NHS strategy as the organization uses to depend on
talented peoples for leadership and management functions. The talent management are the ways
in which the complexness can obtained. NHS can improve its potential with inviting those
individual who can sort to make difference to organizational performance in positive by their
abilities. With the help of talent management NHS is improving its performance to serve its
patients more effectively.
Hire the efficient employee's: the talent management strategy will lead to get immediate talent
from the new employee's. The employees will do better work and reach the goal faster. With
efficient employee's the NHS will more prepared to face risk and hurdles in the way to serve the
society. Organization hires efficient employee's then its will charge a high salary as they are
more productive and NHS have to hire another person if the person is not able to handle the
work.
Hire promising employee's and further trained them: NHS can find efficiency in work of
employee's fast, as the organization is in need of employee's, and they have not much time so
this process is adequate for that time. As the peoples are not trained so NHS will offer a standard
salary not much by this they can save excess salary expenditure. NHS can hire more employees
if they will hire the un developed employee's they are less expensive (Krishnan and Scullion,
2017).
Recommendation : For talent management NHS should hire the employees who are motivated
towards the work and need training and development to achieve their best potential by hire such

employee's company can save the extra salary amount and after that with adequate training
program NHS can easily make them capable as the efficient employees this will motive the
employee's more (Liao and Ai Lin Teo, 2018). NHS is providing then different training and
developing their individual knowledge and skills. The employee's will work more productivity
than efficient employee because the current employee is prepared by the NHS and get to know
the organization better.
·CONCLUSION
This report concludes that the people management is a just sub-part of human resource
management which deals with peoples of the organization who are doing their work to
maximum potential. Leadership is a quality to lead the group of people and inspire them to work
towards the organizational goal. Management is a process to make things done effectively in the
organization. NHS is having different leadership and management style which are performed at
different level in the organization mainly the clinical and ethical leadership are followed and
scientific management is used in NHS for better control and work. The report further conclude
that the training and development is also performed in organization to improve the knowledge
and skill of employee's and NHS is using talent management in its performance management so
that its employees are motivated towards the work and lead to better productivity.

·REFERENCES
Books and Journals
Armstrong, M.B. and Landers, R.N., 2018. Gamification of employee training and
development. International Journal of Training and Development. 22(2). pp.162-169.
Castillo, F.A. and Hallinger, P., 2018. Systematic review of research on educational leadership
and management in Latin America, 1991–2017. Educational Management
Administration & Leadership. 46(2). pp.207-225.
Diamond, J.B. and Spillane, J.P., 2016. School leadership and management from a distributed
perspective: A 2016 retrospective and prospective. Management in Education. 30(4).
pp.147-154.
Dugan, J.P., 2017. Leadership theory: Cultivating critical perspectives. John Wiley & Sons.
Ferreira, J., Mueller, J. and Papa, A., 2018. Strategic knowledge management: theory, practice
and future challenges. Journal of knowledge management.
Harris, A. and Jones, M., 2018. The dark side of leadership and management.
Harris, J. and Mayo, P., 2018. Taking a case study approach to assessing alternative leadership
models in health care. British Journal of Nursing. 27(11). pp.608-613.
Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review. 27(3). pp.431-441.
Liao, L. and Ai Lin Teo, E., 2018. Organizational change perspective on people management in
BIM implementation in building projects. Journal of management in
engineering. 34(3). p.04018008.
McDonnell, A. and et. al., 2017. Talent management: a systematic review and future
prospects. European Journal of International Management. 11(1). pp.86-128.
Noe, R.A. and Kodwani, A.D., 2018. Employee training and development, 7e. McGraw-Hill
Education.
Wæraas, A. and Dahle, D.Y., 2020. When reputation management is people management:
Implications for employee voice. European management journal. 38(2). pp.277-287.