MG411 People Management: NHS Leadership, Talent & Development

This report provides an analysis of people management practices within the UK's National Health Service (NHS), focusing on leadership and management, talent management, and training and development. It identifies key issues facing the organization, such as staff shortages, morale deflation due to reliance on temporary agency staff, and the need for improved training programs. The report uses SWOT and PESTLE analyses to assess internal and external influences on these areas. Recommendations are offered to NHS, including developing collaborative leadership programs and providing effective training opportunities to improve staff skills and patient care. The report also highlights the importance of talent management in acquiring and retaining skilled employees and addresses challenges related to staff management. The aim is to provide insights into how NHS can enhance its human resource practices to improve overall organizational performance. Desklib offers a range of study tools and solved assignments for students.

Running head: TALENT MANAGEMENT AND LEADERSHIP
TALENT MANAGEMENT AND LEADERSHIP
Name of the Student
Name of the University
Author Note

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1) Executive Summary
The analysis is the essay is based on the human resource management related activities which
have been performed by a UK based health organization named NHS. The various aspects of
human resource management which has been analysed in the essay are leadership and
management, talent management and training and development. The issues which have
occurred in the organization with respect to these departments are a major part of the analysis
which has been made in the essay. The essay has been able to provide effective
recommendations related to the ways by which the organization can improve the services and
the skills of staff.

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2) Introduction
The human resource management or HRM related concept is considered to be a
strategic process that helps in managing the employees of the organizations. The companies
can gain a major advantage on the competitors in the industry by operating the human
resource based department in a proper manner. The levels of performance of the employees
can also be maintained with the help of fulfilment of the strategic goals. The talent in an
organization can be managed with the help of human resource department (Al-Emadi,
Schwabenland and Wei 2015).
The essay will be related to the analysis of an UK based organization named NHS and
the activities related to people management that are performed in the company. Various
aspects of human resource management will thereby be analysed in the essay that mainly
include, leadership and management related functions, development and training and the
talent management. The influence of external and internal environment related factors on the
human resource based aspects will be analysed in the portfolio (Alias, Nor and Hassan 2016).
3) Area 1 – Leadership and management
Leadership and management – The concepts based on management and leadership
are quite similar in nature. Leadership is however a major part of different activities that are
related to management which can be performed by a company. The leadership process is
thereby different from the management functions. Leadership and management has a major
impact on the operations of NHS and the services offered by staff (Bode, Singh and Rogan
2015).
Differences between managers and leaders – Managers are considered to be
responsible for developing a structure and providing the authority. The leaders on the other

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hand have the responsibility of providing direction related to vision of the organization and
communication. The focus of manager is planning, organizing, directing, staffing and
controlling related functions. The leaders need to focus on the proper development of
relationships and gaining persuasion of the followers. The role which is played by leaders in
NHS is quite different from that of the managers (Deery and Jago 2015).
Management styles – The process of management of companies are related to
different styles like, autocratic style, democratic style, persuasive style. The style of the
management is based on the structure of the organization which is developed and culture of
the management is formed. The autocratic management style can be implemented in NHS
(England.nhs.uk 2019).
Leadership traits – The various leadership traits can affect the followers and the
employees who work under the leaders. The traits related to leadership that are a part of the
work process of leaders are, self-management, strategic actions, to become an efficient
coordinator, to set the clear goals, developing a vision and management of levels of
complexity. The leaders in NHS can play a major role in influencing the followers and staff
(England.nhs.uk 2019).
Role of NHS management and the HR function for supporting the management
Leadership and management – The management of NHS aims at providing high
levels of support to the leadership activities and engagement of the leaders. The main of the
company is to implement a process named “Developing People, Improving Care”. This
process is based on support that is provided to the leaders (Johennesse and Chou 2017).
Role of the HR of NHS – The human resource department of NHS plays a key role in
development of levels of trust between employees and the leaders. The planning of HR

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activities is considered to be an important part of the leadership method. Selection and
recruitment in the organization is developed in such a manner which is helpful for formation
of an employee base (Kontoghiorghes 2016).
Internal and the external influences on the three areas of management
SWOT Analysis – Strengths – The major strength of the organization is based on its
operating size which is able to attract the employees. Weakness – The staff shortage is an
important factor which is able to influence the work based process of the employees.
Opportunities – The opportunities of growth are provided to the organization related to
development of a workforce that is efficient in nature. Threats – The lack of skilled
employees in the organization have led to the inefficient operations of NHS (Kossivi, Xu and
Kalgora 2016). The factors based on internal environment of NHS has been able to affect
leadership and management based activities of the organization.
PESTLE Analysis – Political factors – The management and leadership related
functions of the organization have been influenced by the reports provided by an organization
named King’s Fund. Economic factors – The development of skills of the staff is related to
revenues that are gained by NHS. Social factors – The requirements of employees keep on
changing frequently and leadership qualities are also influenced. Technological factors – The
technologies are implemented in NHS for development of training based programmes. Legal
factors – The Care Quality based commission is helpful in designing leadership related
framework. Environmental factors – The resources which are provided by the leaders are
important for development of leadership programmes (Mohammed 2016).
Recommendations

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The recommendations that are offered to NHS are based on formation of the
leadership related programmes with the help of collaboration with between the trusts. The
programmes related to training have an impact on capabilities based on leadership.
4) Area 2 – Training and Development
Training and development – The development and training based activities are
important for human resource based operations of the organization. Training and
development is able to play a key part in the implementation of the technologies. The
expectations of customers are fulfilled with the help of proper training process (Nhs.uk.
2019). Training and development is important for the development of skills of the staff in
NHS.
Benefits of the training and development provided to staff and the organization –
The benefits that are provided by the development and training related programmes are
important for the organizational operations. The changes can be implemented in the
companies that require effective levels of training. The skills that are developed by the
employees can also be considered to be a major benefit of training and development
(Oseghale, Mulyata and Debrah 2018). The major benefit that is provided to training and
development to NHS is based on the improvement of skills of staff.
Training related needs – The needs related to training of the staff are analysed with
the help of proper examination of issues which take place in the company. The staff of NHS
need to be trained in order to enhance their skills and services offered.
Tools used for evaluation – The tools which are used for the effective evaluation of
training related needs are, observations, focus groups, interviews and the questionnaires.
These tools are used in the training based process for the analysis of needs that are related to

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training and proper improvement of the work process as well (Ozuem, Lancaster and Sharma
2016). The training which is provided to staff of NHS can be evaluated in an effective
manner with the implementation of these tools.
Role played by the HR function and NHS management for supporting the management
Training and development – The activities that are related to training and
development are provided with importance by management of the organization. The most
significant element of strategic goal that is developed by the company is based on skills
which are gained by the employees (Ozuem, Lancaster and Sharma 2016).
Role of the HR of NHS – The Human Resource department of the organization is
able to play a major role in the training and development based functions. The levels of
interest of the employees based on training programme can be increased with the help of
proper training activities (Papa et al. 2018).
Internal and the external influences on the three areas of management
SWOT Analysis – Strengths that are developed by the company based on training
and development are provided with effective levels of support by management of the
organization. Weakness – The weakness of training programme is based on competition that
is faced by NHS from other healthcare based organizations which operate in the country.
Opportunities – NHS has the major opportunity of improving the services that are provided
to consumers. The training is helpful in improving the skills of staff in order to provide
effective services. Threats – The threats are related to competitors of the organization in the
same industry that can offer better services to consumers (Ribes, Touahri and Perthame
2017). The SWOT analysis has been able to depict that NHS needs to develop the training
programmes with the aim of facing the competition in the industry.

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PESTLE Analysis – Political factors – The training activities of NHS are improved
with the help of mandates that provided by the government. Economic factors – Financial
support that is offered by government for development and training in the organization for
improvement of the operations. Social factors – The improvement of levels of services are
based on changes that have taken place in demands of consumers (Ribes, Touahri and
Perthame 2017). Technological factors – New technologies have been implemented in local
health based operations which is improved by training methods. Legal factors – Legal factors
can influence training based programmes by developing different shared objectives.
Environmental factors – The environment in which NHS operates is able to affect training
based programmes (Tanwar and Prasad 2016).
Recommendations
NHS can be recommended to provide effective training based opportunities to the
employees. The skills of employees need to be improved so that the care which is provided
by them is highly effective in nature. The training based programmes can be developed by
NHS with the aim of improving the care which is provided by them.
5) Area 3 – Talent Management
Talent management – The concept based on talent management can describe the
levels of commitment that an organization has related to different activities like, managing,
hiring, developing and further retaining talented employees. Talent management is related to
various work processes and systems based on formation of workforce that is highly talented
(Brewster et al. 2016). Talent management can be used by NHS in order to acquire the highly
skilled employees.

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Differences between the traditional focus on employment and focus on talent
management – The focus on traditional employment process is related to the recruitment of
the employees in various positions in the organizations. Talent management based focus is
related to the process of acquiring and further retaining the talented pool of employees
(Tanwar and Prasad 2016). The employment focus of talent management is an important
factor that is able to affect the number of skilled employees who are a part of NHS.
Challenges related to staff management – Managers in an organization need to face
various levels of challenges which based on the ways by which they are able to manage the
staff. These issues are mainly based on communication based process with the employees,
pressure related to performance in tough situation, managing time in a proper way, setting
goals in a clear way and enhancing the productivity levels (Ribes, Touahri and Perthame
2017). NHS also faces major challenges that are related to effective management of staff of
the organization and shortage of skilled labour as well.
Role played by appraisals – Appraisals in the organizations can play a key role in
managing the talented employees. The appraisal based process is conducted on a yearly basis
and is able to analyse the accomplishments of the employees.
Role played by the HR function and NHS management for supporting the management
Training and development – The commitment of the management of NHS is based
on the process of discovery and development of new levels of talent with the help of a
programme named “Ward to Board”. The morale of staff can be increased by implementing
this programme (Ozuem, Lancaster and Sharma 2016).

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Role of the HR of NHS – The department of human resources plays a key role in
management of the levels of talent in NHS. The human resources van analyse requirement
based on talent within the company.
Internal and the external influences on the three areas of management
SWOT Analysis – Strengths – The management of NHS has provided high
importance to talent management and this is a major strength of the company. Weakness –
The major weakness is based on lack of effective talent for providing services. Opportunities
– The major opportunities are thereby provided by the Sustainability and Transformation
related plan. Threats – The estimates related to the costs of talent management are considered
to be a major threat for the organization (Mohammed 2016). SWOT analysis has been able to
depict that NHS can improve the profitability levels by acquiring highly talented staff.
PESTLE Analysis – Political factors – The satisfaction of the staff is a major factor
which is able to influence talent management. Economic factors – The major aim of talent
management is based on the need of sustainability of NHS in the economy. Social factors –
The improvement of talent management is based on the factors that are related to changes in
the needs of services. Technological factors – Talent management is important for NHS due
to the use of new technologies and requirement of skilled people (Kossivi, Xu and Kalgora
2016).
Recommendations
The programmes based on talent management which are developed by NHS has to be
enhanced in order to improve services that are offered by the staff. The levels of satisfaction
of the staff can be increased with the proper implementation of talent management
programmes.

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6) Conclusions and recommendations
The analysis in the essay can be thereby be concluded by affirming that NHS can
make high levels of investment in proper development of the talent in the organization and
the enhancement of leadership as well.
The recommendations that are offered by the organization are related to the proper
improvement of the work related process of the employees. The development of various
programmes are helpful for services provided to the staff. The operations of NHS can be
improved by implementation of different programmes.

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7) Reference list
Al-Emadi, A.A.Q., Schwabenland, C. and Wei, Q., 2015. The vital role of employee retention
in human resource management: A literature review. IUP Journal of Organizational
Behavior, 14(3), p.7.
Alias, N.E., Nor, N.M. and Hassan, R., 2016. The Relationships Between Talent
Management Practices, Employee Engagement, and Employee Retention in the Information
and Technology (IT) Organizations in Selangor. In Proceedings of the 1st AAGBS
International Conference on Business Management 2014 (AiCoBM 2014) (pp. 101-115).
Springer, Singapore.
Bode, C., Singh, J. and Rogan, M., 2015. Corporate social initiatives and employee
retention. Organization Science, 26(6), pp.1702-1720.
Brewster, C., Vernon, G., Sparrow, P., and Houldsworth, E., 2016. International human
resource management. Kogan Page Publishers.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3), pp.453-
472.
England.nhs.uk 2019. [online] England.nhs.uk. Available at: https://www.england.nhs.uk/wp-
content/uploads/2017/03/NEXT-STEPS-ON-THE-NHS-FIVE-YEAR-FORWARD-
VIEW.pdf [Accessed 17 Jan. 2019].
Johennesse, L.A.C. and Chou, T.K., 2017. Employee Perceptions of Talent Management
Effectiveness on Retention. Global Business & Management Research, 9(3).