Analysis of NHS HR Issues and Improvement Strategies

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MG411 INTRODUCTION TO PEOPLE MANAGEMENT-
INDIVI PORTFOLIO
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Executive Summary
In this assignment, the issues that NHS is facing presently have been
analysed and described. The ways in which the present scenario can be
improved has also been described along with the models that support the
areas of talent management, training and development of the employees
along with functions of HR department has been emphasized. The factors
whether it is external or internal has been described in this assignment and
the ways in which it influences the operation of the organization has been
briefed in this assignment. Recommendations have been made in order to
improve the present situation of NHS.
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Table of Contents
Introduction.....................................................................................................4
Key theoretical models within the 3 areas and their application to the current
NHS scenario...................................................................................................5
The role and priorities of NHS Management and the HR function in supporting
Management....................................................................................................6
The different internal and external influences on the 3 highlighted areas......8
Recommendation...........................................................................................10
Conclusion.....................................................................................................11
Reference List................................................................................................12
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Introduction
People management is another term used for Human Resource Management.
It includes all those responsibilities that are responsible for the proper
operation of an organization like recruitment and management. It is also
responsible for supporting the employees and guiding them in the right
direction. The human resource department of an organization is responsible
for filling the vacancies in an organization and for the recruitment and
selection of the right people as per the requirement. The appraisal of the
employees based on their performance, motivating them and the training of
the employees are the responsibilities of the human resource department of
an organization.
In this assignment, the skills required to be a good human resource
manager, the process of HR for effectively managing the performance of the
employees of an organization has been described. The issues related to the
managers who are associated with management of people have been
highlighted and briefed. The issues arising in the HR department of NHS has
been portrayed in this assignment.
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Key theoretical models within the 3 areas and their application to the current NHS
scenario
The theoretical models in the areas of leadership and management, training
and development and talent management are crucial for the proper
understanding of the concepts underlying the human resource functions. The
theories are mandatory as its application enables in the proper management
of the activities of the organization, thus contributing in the growth and
development of the organization.
Leadership and Management: Leaders play a vital rule in the
management and the guidance of the employees in the organization. The
theory of power and influence is of prime importance as it mainly focuses on
how the leaders make the things possible and how they get their things
done. Considering the present scenario of NHS, it is vital to note that this
theory is applicable as the situation demands screening of the employees
and this is possible only by the application of this theory (Amanchukwu et al.,
2015). As far as the behavioural theory of leaders are concerned,
autocratic leaders are the one who are solely responsible for making
decisions without having a discussion with the team members. This style of
leadership is demanded by the current situation of NHS, as in this case the
leaders have to make the decision based on the evaluation and the situation
requirement.
Training and Development: The training and development of the
employees in an organization is required for the improvement of the
performance of the employees in the organization. It enables the employees
to learn and develop new skills thereby assisting the employees to perform
better hence, increasing the productivity of the organization. It aids the
employees in career development and growth. The theory of
reinforcement and social learning can be applied depending on the
present scenario of NHS. The theory of reinforcement will enable the
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employees to learn and improve their skills, thereby, aiding the organization
and its employees to enhance its productivity (Bell et al., 2017). The
programs and campaigns of training and development enable the employees
to learn new techniques and skills that foster the growth of the organization
as it improves the performance of the employees. The theory of social
learning enables the employees to learn from each other through
observation and is very beneficial for both the employees and the
organization.
Talent Management: The theory of talent management is termed as
AARRR model. It is an abbreviation of acquisition, activation, revenue,
referral and retention. This theory is applicable for NHS and all other
organizations as acquisition is the process of screening the candidates based
on the skills of the candidate. The second step is activation in which the HR
interacts with the candidates for the first time and judges them. The revenue
is the process of negotiating the salary of the employees based on the
experience of the employee and the revenue the employee will be
generating for the organization (Gallardo-Gallardo et al., 2015). Referral is
the process of increasing the pool of candidates for a particular skill through
references of the current employees of the organization and the last R that
stands for retention is the process in which the HR department tries to retain
the employees in the organization by increasing their wages and providing
them a good working environment.
The role and priorities of NHS Management and the HR function in supporting
Management
The position of Human Resource Manager or people manager brings many
responsibilities and is one of the most important functions that is required for
the effective operation of the organization. In order to be a successful and
effective people manager, it is very important that the manager have the
knowledge of human resource such that they are able to handle the job
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seekers effectively since the retention is also a responsibility of the human
resource manager apart from talent acquisition (Albrecht et al., 2015). The
human resource manager must be capable enough to assist the aims and
objectives of the employers as well as the employees. The skills that are
required to be an effective HR manager or people manager with respect to
NHS have been described below:
Organizing capabilities: The people manager should be capable enough to
manage time effectively, must be very particular about his or her approach
and must be very dedicated as well as compassionate about the work he or
she is doing. NHS being such a huge organization it is very necessary that
the HR people of the organization have excellent organizing capabilities.
Multitasking: The people manager must be multitasking as there are many
responsibilities that person has to deliver while serving this position. Thus, it
is necessary that the manager is capable to deliver his or her responsibilities
effectively without any issue. NHS requires such multitasking HR
professionals who are capable of doing multiple tasks at a time.
Negotiation Skills: There are cases that might arise in an organization
when there is a conflict between two parties. In such a case, it is essential
that there is a third party to settle the issue and to conclude the argument in
a way such that both the parties are satisfied (Abdullah and Zulkifli, 2015). It
is the responsibility of the HR department in an organization to settle the
disputes and conflicts in an organization, for which negotiation skills are
required.
Management of Change: Changes are something that cannot be avoided
and there are cases when the employees are not ready to cope up with the
change, just like in NHS the financial deficit in the organization has to lead
the HR department to make several modifications in the administration of
the association. Thus, it is important that the HR department of the
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organization is strong to handle the change to lead the employees to accept
the change positively.
Problem-solving skills: In an organization there are chances that disputes
and conflicts might arise hence, it is the responsibility of the HR department
to resolve these issues and handle the conflicts. NHS is a huge organization
and there are chances that such situations may arise thus it is required that
the HR department of the organization is able to handle such issues properly.
Dual Focus: The HR department of an organization requires having dual
focus as it is the responsibility of the HR to safeguard the organization as
well as the employees as per the situation (Gutierrez-Gutierrez et al., 2015).
The HR needs to handle such delicate issues just as the HR department of
NHS needs to strain off the employees in various departments of the
organization due to deficit or shortage of funds in the organization.
As far as the behavior of the HR manager is concerned the HR manager
must have excellent communication and interpersonal skills. The manager
must be able to convince all kinds of employees in the organization and the
managers in the organization through write-ups or e-mails. The people
manager must be caring and trustworthy.
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The different internal and external influences on the 3 highlighted areas
The management of an organization is vulnerable to internal as well as
external factors that affect the organization. There are several factors affect
an organization and its functioning like, the changes and the advancements
in technology, the laws and rules of the government, competition and rivalry
and financial matters. The factors that influence the three areas of
leadership and management, training and development and talent
management have been described below:
Internal Factors
Financial issues: The financial stability of an organization has a great
impact on the training and development as it influences the programs
that an organization organises to enhance the skills and knowledge of the
employees in an organization. It there is financial deficit in the organization
then, the organization is not capable of training the employees thereby the
productivity of the organization is not enhanced (Farooq et al., 2017). It also
affects the talent management as if the budget of the organization is too
low then the organization is not able to attract new employees neither it is
able to retain the old employees. If the employees of the organization are
not satisfied with the pay scale they have then do not deliver their services
properly therefore the leadership practices and management of the
organization is affected by the financial budget of the organization.
Objectives of an organization: The objectives set by the organization
impacts the management as it influences the organization to organize
training sessions such that the employees are well trained and are able to
achieve the goals of the organization effectively. It also aids the leaders in
organization to devise effective strategies such that they can guide the
employees in a positive direction. It assists the HR department to manage
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talent effectively, that is, to meet the requirement of work force as per the
demand.
External Factors
Technological impact: The developments and advancements in technology
affect an organization in every aspect as it makes the things easier and less
complicated. Leaders are influenced by the technological advancements as
it makes their work easier and aids in the proper management of people. It
has positive impact on the training of the employees as it makes the things
become easier and enables the employees to understand better. It also
assists in talent management as it assists in the HR department to easily
screen the candidates based on their skills. The impact of technology on
management is immense and positive.
Competition: The rivalries among the organizations and the competition
between them influence the strategies they follow, as, it emphasizes the
leaders to devise new ways and strategies in order to win the competition
(Cavusoglu et al., 2015). This influences the management as to focus on
the training and development of the employees of the organization and
affects the talent management as well since it helps in the retention of good
employees in the organization, which is advantageous for the organization.
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Recommendation
It is recommended that NHS increase the funds such that there is no
requirement of straining off the employees since the demand of services
from NHS is increasing as the number of people in the group of old age is
growing. This has increased the demand of services from the organization
and this requires larger work force in the organization. If the organization
strains off the people from the organization then it might have worse impact
on the management and performance of the organization. Hence, it is
suggested that the price charged by the organization for its services must be
increased a bit in order to meet the deficit.
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