Foundation Degree: Managing People - HR Systems and Strategies Report

This report delves into the intricacies of people management, using the National Health Service (NHS) as a case study. It begins with an executive summary and introduction, providing an overview of the company and its approach to human resource management. The literature review explores recruitment and selection processes, employee and employer responsibilities in talent management, and various HR systems and procedures, including equal opportunity, health and safety, and training and development. The discussion and analysis section evaluates the effectiveness of recruitment and selection strategies, analyzes employee development practices, and critically assesses other HR systems and procedures. The report concludes with recommendations and a conclusion, offering insights into improving people management practices within the NHS. The report emphasizes the importance of effective leadership, skill identification, and employee motivation for organizational growth and success.

Foundation degree
Managing People

EXECUTIVE SUMMARY
For effective management of people is important in order to achieve significant growth and
success which is useful for company in terms of gaining competitive advantage within the
business environment. In regard of this, Human resource management plays an important role in
order to prominently manage their workforce by developing healthy relationship with them and
also tends to offer them prominent development methods and opportunities which is useful in
boosting their overall performance. In terms of this, the report include significant recruitment
and selection strategies, identification of both employees and employers that are useful for
effective talent management and also analyse the effective HR system and policies that are useful
in prominently managing employees.

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................1
Company Overview................................................................................................................1
LITERATURE REVIEW................................................................................................................2
The processes of recruitment and selection strategies............................................................2
Responsibilities of the employee and the employer in the context of employee development
using relevant theory to compare different talent management approaches..........................3
Human resource systems and procedures such as managing equal opportunity, employee
health and safety, strategic human resource management, training and development etc. ...4
DISCUSSION AND ANALYSIS...................................................................................................4
Provide an evaluation of the effectiveness of recruitment and selection strategies in place
within your chosen business...................................................................................................4
Provide an analysis of how the business manages the development of its employees, including
examples of best practice........................................................................................................5
Provide a detailed critical analysis of other HR systems and procedures in place within your
chosen business......................................................................................................................6
RECOMMENDATIONS.................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Effective management of people is important regarding making sure about the quality of
current and aspiring leaders whose aim is to enhance workplace communication and tends to
prepare their employees to achieve success and growth. In regard of this, effective identification
of skills is important that leads to make effective management of people and also helpful in terms
of discovering the strengths and identifying areas for significant development. Effective
management of people is undertaken as the process regarding proper motivation, training and
directing employees in terms of optimal productivity and leads to promote professional growth
(Mayo, 2016). Leaders are the one who tends to lead teams and managers and department heads
use effective people management in terms of overseeing the prominent workflow and also tends
to boost the performance of employees. In regard of this, the report is going to cover the
effective procedure of recruitment and selection and its concerning strategies, undertake
significant responsibilities of both employee and employer and consider effective HR system and
procedure. Along with this, it also tends to offer critical evaluation of effective recruitment and
selection strategies and offer a critical analysis of other HR system and procedure.
Company Overview
To carry forward this report, National Health services (NHS) is considered which is
publicly funded healthcare system in UK. It is made up of four prominent system and each of
them are in different countries like NHS Scotland, NHS Wales, NHS England and Health and
social care in Northern Ireland. Moreover, in 1948 it has been funded from general taxation and
also tends to offer comprehensive range of health services. Moreover, in NHS training factor is
significantly considered in terms of securing their workplace with the help of its significant
strategies like attendance management training, bullying and harassment training and HR basics
training. For this, the mission of NHS is to offer their customers effective care with
professionals, accessible and consistent services. For this, respective company also tends to
empower managers with proper confidence for their effective future that tends to deliver quality
patient care. Moreover, the four National health services in 2015-2016 tends to employed around
1.6 million people with the budget of £136.7 billion (10 truths about Britain's health service,
2020). Moreover, in 2014 the overall health sector employees across UK was around 2,165,043
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which broke down into 1,789,586 in England, 198,368 in Scotland, 110,292 in Wales and 66,797
in Northern Ireland (The four UK health systems: Learning from each other, 2020).
LITERATURE REVIEW
The processes of recruitment and selection strategies
According to the view of Chand, S., (2020), recruitment process include various steps
such as recruitment planning, strategy development, searching, screening, evaluation and control.
It is the core function of human resource department and also include everything in order to
identify, attract, screening, short-listing, interviewing, hiring and on-boarding employees. In the
context of NHS, its recruitment teams can be quite large or small that depends on the size of
company. Furthermore, NHS outsource its recruitment needs as they need to rely on the
exclusive advertisement, social media and job boards in order to recruit talent for significant
post. By undertaking the present method of NHS, they prominently use recruitment software in
terms of making their recruitment process more efficient and effective.
Moreover, recruitment procedure of NHS tends to target and attract qualified candidates
in order to encourage large number of job seekers for the application. Along with this, this
procedure not only reflect professionalism but also useful in attracting suitable type of candidate
in order to save time and money which spent on examining, attracting, involving, hiring and
retaining talent (Teodorczuk, Harwood and Sampson, 2017). Away with this, the effective
selection procedure of NHS include significant screening of top candidates in terms of taking
interview which is based on job description and specifications.
In terms of this, respective company also conduct interview after proper screening of
candidates and for this, the HR head of NHS is responsible for scheduling dates and time for
interview and its aim is to short list candidates to perform specific job role. After that, interview
is conducted and selection test is held on the grounds of valid method of assessing candidates
(Swenson, 2016). The significant hiring is conducted on the grounds of effective job description
as it is an important document and descriptive in nature that contain final statement of the job
analysis.
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Responsibilities of the employee and the employer in the context of employee development
using relevant theory to compare different talent management approaches
According to the perspective of Momtazian, M., (2020), Human resource management
need to consider talent management within an organisation which is highly transactional rather
than being strategic and transformational. From the perspective of NHS, there are various
reasons in terms of investing in talent management as it leads to create employee motivation and
also tends to attract efficient employees within an organisation. Effective talent tends to attract
skilled employees which is beneficial for NHS as it highly contribute in the effective business
performance and leads to get desired result. In regard of this, NHS consider talent management
model which include various elements such as planning, attracting, developing, retaining and
transitioning.
For this, respective company consider the proper understanding of business strategy,
effective measurement and evaluation of workforce plan, in marketing NHS tends to include
marketing, employee value proposition, talent acquisition and consultants. Along with this, in
developing company include, on-boarding, performance management, effective learning and
development, capability frameworks and career pathways (Saltrese, 2018). In the retaining
section, the HR manager tends to consider remuneration strategy and culture which is undertaken
as the effective organisational strategy and transitioning consider retirement, knowledge
management, internal mobility, succession planning and exit interviews.
Furthermore, for effective talent management NHS leads to focus on four step approach
for the effective development of individuals which include significant factors such as definition
regarding the effective understanding of talent management, focus considering that which job
and group of people focus on effective talent management, process depicts the overall talent
management which can be done in practice and lastly action regarding the practical result of
talent management (Rees and French, 2016). Along with this, NHS also have the idea in terms of
tracking and measuring the influence of talent management and also track what is happening to
the particular person which is not identified and embedded in other organisations. Hence, with
the help of this Tesco tends to adopt clear definition that help them gaining trust and developing
credibility.
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Human resource systems and procedures such as managing equal opportunity, employee health
and safety, strategic human resource management, training and development etc.
As per the view point of Sutner, S., (2020), HRM is the practice of hiring, deploying and
managing employees within an organisation and for this the HR department is responsible for
developing and implementing and overseeing the policies that leads to govern workers and
concerning relationship of company with its employees. Behind the effective production in NHS
and prominent satisfaction of employees, its HR plays an important role which is undertaken as
the fundamental resource in terms of making things effective. In regard of this, every company
has wish to have skilled and competent people with the company and for this, NHS tends to
conduct effective policies and formal guidelines in terms of hiring and offering training to
employees.
Having policies in written and shared is quite easy to understand. Moreover, regulations
are undertaken as the law considered at the local, state and federal level that tends to regulate
staffing and for this, it is important for NHS to cover affirmative action, equal opportunity and
sexual harassment (Sidel, 2019). Equal opportunity is significant as it tends to develop positivity
among employees regarding significantly perform prominent functions of an organisation and
also helpful in getting prominent and fresh talent in terms of offering equal opportunity to their
employees and also make sure that every individual tends to perform best on their level.
In terms of offering prominent opportunity, effective clarity is important as written
policies are undertaken by the managers in terms of making effective decision without help of
any supervisor and also tends to accept responsibility due to prominent policies for clear
definition (Champenois and Etzkowitz, 2018). Along with this, sexual harassment act and
regulations are also undertaken that are useful in terms of reducing workplace harassment with
the help of prominent complaints that are in written basis and effective guidelines for manually
minimising on the grounds of personal bias and misbehaviour.
DISCUSSION AND ANALYSIS
Provide an evaluation of the effectiveness of recruitment and selection strategies in place within
your chosen business
Human resource is the term which is used for the effective management of employees
and organisation but this field has moved from the traditional administrative function to strategic
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one which is useful in recognising the association among the talented and also tends to involve
people for effective achievement within the organisation (Adler and et. al., 2016). In terms of
NHS, they tends to consider employment contract for the effective existence in terms of offering
prominent employment. Moreover, with the increment in the global economy and effective
competition for changing pattern of business and technological benefits which is more for the
company in terms of practising flexible employment in NHS.
In terms of this, NHS tends to consider part time employment as in this employees work
on regular wage method on the grounds of working hours that are less than normal. It is
beneficial for NHS, to have full time employment as in this, employers are significantly have
more control over the time of employees and also get enhanced employee loyalty from them. For
this, employers also have effective control over the time of employees and also get increased
employee loyalty from them (Dutton and Ragins, 2017). For this, employers have the peace of
mind with the help of effective recruitment and selection strategies in terms of ensuring that the
effective development of company. For this, full time workers in NHS also useful in improving
business by increasing customers. Furthermore, it also has some disadvantage for being part time
employees which is they does not receive benefits that are given to full time employees
considering health insurance and paid vacation.
In regard of this, the HR manager of NHS tends to effectively conduct human resource
planning that can be one of the most rewarding factor of human resource management.
Moreover, effective planning tends to improve the success of company by eliminating the
prominent amount of suffering from outcome from the poorly anticipated labour shortages.
Human resource department tends to manage the effective recruitment function and also follow
prominent procedure for effective recruitment (Schurman, 2018). Away with this, selection is
undertaken as the procedure in terms of evaluating prominent information about an individual in
terms of offering effective employment. Therefore, this process is important for NHS in order to
develop strong, encouraged, creative and loyal workforce.
Provide an analysis of how the business manages the development of its employees, including
examples of best practice
For effective management of business, great leader is required in terms of motivating
their team members and concerning practices for their success. It is undertaken as the process in
which an organisation tends to get its employees in terms of developing effective result with less
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efforts and with the help of available resources. In regard of this, best practices include effective
involvement of workers who can perform their job role by considering the prominent vision and
proper involvement of employees who are not only productive but enthusiastic as well and also
tends to take effective responsibility for prominent performance and also attract new talent in an
organisation.
Moreover, NHS also tends to offer reward to the significant efforts of employees
regarding effective achievement for their great job and make employees feel more valued.
Moreover, reward tends to motivate employees in terms of motivating people for effective
achievement and also useful in developing prominent loyalty (Kaufman, 2019). Furthermore,
employees of respective company leads to stay committed by devoting their time in order to
avoid conflict instead of giving real opinions. For this, clear goals and strategies gets fail to
emerge out of group discussion and also stay committed for effective team initiative in order to
create effective working environment by considering various perspective that are helpful in
shaping clear goals.
Along with this, NHS need to develop culture cohesiveness in order to refer the socio-
economic ethnicity and also tends to develop the sense of shared values and effective level of
involvement and development which is more productive and tends to undertake proper alignment
of an organisation regarding effective core values and undertaking the prominent vision with
shared values in order to develop effective team members (Armstrong, 2016). In terms of this,
effective diversity of race, gender and socio-economic status is quite positive in NHS as it leads
to increase collective vision.
Provide a detailed critical analysis of other HR systems and procedures in place within your
chosen business
Human resource management tends to consume the wideness for effective study
regarding effective concern of assortment, recruitment, performance appraisal, pay and so on.
For this, strategic human resource management tends to emerge as highly influential regarding
the esteem and probably undertaken as the sole source of sustainable and comparable
representing much work in the locality arises from the resource based concept. Furthermore, this
concept depicts the conceptual foundation as HR assets are the key in terms of gaining
competitive advantage (Nguyen Van, Nguyen Hieu and De Troyer, 2016). In regard of this,
constructive development tends to concern the effective procedure of the prominent validation
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for measuring and conducting effective theories due to the prominent measurement that tends to
focus on small details in terms of measuring the performance of employees for effectively
implementation of norms and regulations.
Furthermore, NHS also tends to consider effective systematic review for existing
empirical studies on HR system in order to identify the prominent development and consider
comprehensive approach and put emphasis on significant choices of the researchers and also
make them analyse for the effective development of HR system and procedure for
conceptualised and measured practices (Braun and et. al., 2019). In terms of NHS, it is important
to identify the prominent attachment for the human asset management and design that appears to
be quite easier which is the effective concept instead of any practice.
For NHS, it is undertaken as the concept that tends to administer the large concept and
interest from old management in terms of proceeding the incorrect to fit the lower level
managers. Moreover, it consider the formalities for strategic conceiving which is quite accurate
for distinct ventures and concerning items which tends to emerges in terms of completing its
things (Gordon and et. al., 2017). Away with this, NHS should consider theoretical development
in successive manner of effective implementation and consider the glimpsed in practice. In
regard of this, foremost feature of strategic HRM is the integration with venture design which
depicts the prominent value and practice that need to support its goals for the respective
company.
RECOMMENDATIONS
By considering the above analysis, it is identified that recruiting wrong candidate tends to
cost more time and money that tends to hamper the progress of company and employees as well.
For this, making poor hiring decision tends to describe the cost for customers and generate lot of
pressure on human resources. In regard of this, from effective recruitment to on-boarding,
recruitment process tends to move significant components in terms of effective opportunities that
require fresh concept. In terms of this, prominent strategies are recommended to NHS that are
mentioned as:
 Organisation need to diversify and redefine prominent job and concerning needs as for
the researchers job posting is undertaken as the effective advertisement considering the
prominent list of requirements.
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 NHS need to employ new and fresh approach in terms of discovering talent and for this,
they tends to consider candidate focused job as it is more popular for right and suitable
candidate and and other sources are useful in order to discover job seekers that matches
the requirements and opportunities in order to discover networking events.
 Start recruiting for developing attitude and offering effective training skills regarding
prioritising the work ethics, technical skills, flexibility and so on in terms of popularised
approach in recruiting that helps in developing dynamic team.
 NHS tends to collect information and identify feedback from their employees in regard of
this, candidates leads to rediscover effective practice which is helpful for the recruiters in
order to save their time and money. It can become an effective opportunity in order to
collect significant information from candidates regarding feedback.
CONCLUSION
By considering the above discussion, it is analysed that effective human resource team is
important within an organisation as it helps in attracting maximum number of people which is
useful in getting skilled and talented employees. For this, effective recruitment and selection
strategies are useful in order to get skilled and talented employees. In regard of this, report tends
to cover effective recruitment and selection strategies that are useful in hiring and recruiting
fresh talent that is beneficial for company. Furthermore duties and responsibilities of both
employees and employers are discussed in order to attract suitable and effective talent which is
beneficial in order to hire significant candidates. In terms of this, it is also important for company
to offer flexible working hours and effective culture of which is useful in achieving significant
growth and development and it also tends to boost the morale of employees and motivate them to
perform best undertaking their potential and competence. Away with this, significant system and
policies are also discussed which is useful in effectively managing employees within an
organisation and boost their overall performance.
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REFERENCES
Books and Journals
Adler, J.R and et. al., 2016. What works in managing young people who offend? A summary of
the international evidence.
Armstrong, M., 2016. How to manage people. Kogan Page Publishers.
Braun, A and et. al., 2019. Managing behavioural and psychological symptoms in community
dwelling older people with dementia: 2. A systematic review of qualitative
studies. Dementia, 18(7-8), pp.2950-2970.
Champenois, C. and Etzkowitz, H., 2018. From boundary line to boundary space: The creation
of hybrid organizations as a Triple Helix micro-foundation. Technovation, 76, pp.28-39.
Dutton, J.E. and Ragins, B.R. eds., 2017. Exploring positive relationships at work: Building a
theoretical and research foundation. Psychology Press.
Gordon, J and et. al., 2017. Managing glycaemia in older people with type 2 diabetes: A
retrospective, primary care‐based cohort study, with economic assessment of patient
outcomes. Diabetes, Obesity and Metabolism, 19(5), pp.644-653.
Kaufman, B.E., 2019. Managing the human factor: The early years of human resource
management in American industry. Cornell University Press.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
Nguyen Van, T., Nguyen Hieu, T. and De Troyer, F., 2016. Managing pile foundation and land
cost for high-rise buildings in the early design stages. Architectural Engineering and
Design Management, 12(3), pp.151-169.
Rees, G. and French, R. eds., 2016. Leading, managing and developing people. Kogan Page
Publishers.
Saltrese, A., 2018. An exploration of informal learning experiences of individuals case
managing people affected by traumatic brain injury (Doctoral dissertation, University
of Southampton).
Schurman, R., 2018. Micro (soft) managing a ‘green revolution’for Africa: The new donor
culture and international agricultural development. World Development, 112, pp.180-
192.
Sidel, M., 2019. Managing the foreign: the drive to securitize foreign nonprofit and foundation
management in China. VOLUNTAS: International Journal of Voluntary and Nonprofit
Organizations, 30(4), pp.664-677.
Swenson, E., 2016. The Five A's of Great Employees: Breakthrough Strategies for Hiring and
Managing People. Wheatmark, Inc..
Teodorczuk, A., Harwood, R. and Sampson, E., 2017. Managing people with dementia in the
general hospital. Dementia, pp.192-202.
Online
10 truths about Britain's health service. 2020. [Online] Available through
<https://www.theguardian.com/society/2016/jan/18/10-truths-about-britains-health-
service?CMP=share_btn_tw>./
human resource management. 2020. [Online] Available through
<https://searchhrsoftware.techtarget.com/definition/human-resource-management-
HRM>./
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