7069SOH - Healthcare System and HR in NHS: An Analysis Report

This report provides a comprehensive overview of the National Health Service (NHS) in the UK. It begins with an introduction to the NHS as a publicly funded healthcare system, detailing its primary goals such as providing primary healthcare, increasing public capacity, enhancing mental health, and reducing heart disease. The report then examines the NHS's key demographics and its position within the global healthcare context, highlighting its commitment to providing quality care. A significant portion of the report focuses on human resource and talent management within the NHS, including current approaches to recruitment, training, and development. It also explores the strengths of HR and talent management, such as overcoming employee turnover and providing workforce training, while also acknowledging weaknesses like staffing shortages and controversies. The report concludes by suggesting improvements in recruitment, training, and salary structures to enhance the effectiveness of HR and talent management within the NHS. The report is supported by numerous academic references.

7069SOH Coursework 2

Table of Contents
Introduction .....................................................................................................................................2
REFERENCES.................................................................................................................................6

Introduction
The entire report states about the overview of healthcare system and
organisation (Meskó & et. al 2018). For the overview of healthcare facilities an
organisation called National health services is being discussed. It is a publicly funded
healthcare system which works for the well fare public of UK (Kim and et.al, 2019). This
report focuses on the key demographic, health data and goal of NHS. The major goal of
NHS is to provide primary health care services to the general public, and this
organisation wants to increase the physical capacity and ability of public and also this
healthcare organisation is continuously working to enhanced the mental condition of
public of UK(Laužikas and et.al, 2020).. The another goal of NHS is to decrease the
heart disease among the people of UK specially those people who are in the old age
because they suffer from heart disease the most. Thus NHS is running campaign to
make people aware about the symptoms of heart disease so that they can take
treatment at the right stage and prevent them from death(Boselie and et.al, 2019)..
Apart from this, the next goal of NHS is to make people aware about the
importance of regular health check -up, so that they can safeguard themselves from any
kind of disease (McColl & et. al 2017). Another goal of NHS is to minimise the
psychosomatic disorders, obesity and social pathologies among people(Iqbal and et.al,
2019).
Key demographic of NHS is majorly in UK but it is operating in different countries
as well such as Spain, Italy New Zealand, Malta etc. but the model of NHS is totally
different in these countries as compared to UK(Chaudhary, 2019). But the motive is
same in these countries as well that they want to provide best and primary services to
the public so they can decrease the death ratio(Gill, 2017).. The position of NHS in
relation with global healthcare context is very high as compared to other health cares as
NHS works on certain principles like – they provide their services with respect and
dignity, also they are liable to provide quality of care to its customer thus it has become
a first choice of customers(Reilly, 2018).. As their major objective is to improve the lives
of patient.

Resource planning which is being focused is Human resource and talent
management. The current approaches which is being followed by NHS is they want top
hire best doctors and other staff in their health care. As NHS needed various clinical and
non-clinical staff for the treatment of its patients(Konstantinou and et.al, 2018). So one
of the current HR approach followed by NHS is that their HR is responsible for providing
proper training and development, without getting training no one staff can provide
treatment to the patient(Blayney and et.al, 2020). Apart from this, the main motive of
HRM in NHS is to find out the requirement of the staff within the organisation also they
have to take care about the remuneration of that staff so that they do not have to face
any kind of issue (Rivett & et. al 2020). To recruit highly skilled staff HR has to look for
the need of the people, and as per that ned they conduct hiring and selection
procedure(Ursell, 2017).. During the pandemic, need for doctors and staff suddenly hit
at that moment it becomes difficult for the HR to hire doctors, nurses, lab techs,
technical staff, and pharmacists(Boselie and et.al, 2017).. So the current approach of
HRM is that they have to fulfil all the vacant places within the organisation so that at the
time of emergency, patients do not have to suffer any kind of issue(Bugdol, M., 2018)..
Another HRM approach which is going on in NHS as that HR is liable for risk and safety
management sometimes when the patients do not get satisfied with the treatment they
may do abusive and illegal activities with the medical staff thus HRM has tom take care
for the health and safety of the staff(Kessler and et.al, 2019)..
Strength of human resource and talent management in NHS is they try to
overcome the employee turnover from the NHS because they found the major issue
behind the increased employee turnover is that staff of NHS so not get their salary and
remuneration on time, in result they are not able to fulfil their need and
requirements(Kirkpatrick and et.al, 2019).. But now, this scenario has been changed,
NHS has overcome on the issue of employee turnover due to its HR policies which is
the biggest strength of HR and talent management in NHS (Adeloye & et. al 2017).
Another strength of HR is their various policies which is being made in the favour of staff
due to which the female staff feel protect at the workplace even they can do night duties
easily. Next strength of HRM is that they are providing workforce training at the

workplace in result NHS is getting highly trained staff through which they are providing
better services to the patient(Tursunbayeva, 2019)..
But HR and talent management has some cons as well. Sometimes they are not
able to fulfil all the vacant position in the organisation in result patience have to wait for
many days for treatment(Stephen and et.al, 2017).. Apart from this at the time of
Corona crisis NHS were running short of staff, which can be seen as a failure and
weakness of HR. apart from this, NHS remain in controversies owing to the wrong
treatment(Botter and et.al, 2018).. It is also a weakness of HRM that they have hired
wrong employees in result patients have to suffer so these are some loop halls of HRM
and talent management in the NHS(Buchelt and et.al, 2017)..
It has been found that NHS has to do some improvements in HR and talent
management. Firstly they have to make certain changes in the recruitment and selection
policies (o'dennell , 2019). They have to provide more education to the staff apart from
this, HR has to be very clear about the goal and expectation of the organisation then
only they can further elaborate this to the employees as it is a publicly funded
organisation so their goal is to provide best services instead of earning profit(Son and
et.al, 2020).. Other improvement which the HR department is make to do that they
should enhance the recruitment procedure and they have to conduct this on regular
basis so in the times of crisis they do not have to get panic and also the organisation
will not run shot of staff(Jacob and et.al, 2020). f. The next improvement which HR
and talent management has to do is they have to make certain changes in the salary
and wages structure, because the major reason behind employee turnover which has
been found was salary only. As it is publicly funded organisation but it is the
responsibility of HRM to provide them appropriate wages so that staff can bear their
expenses and do not think to switch(Mozgovoy and et.al, 2019)..

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