MG411: Individual Research Portfolio - NHS People Management Analysis

This individual research portfolio examines the people management strategies within the National Health Service (NHS). The report delves into three key areas: Leadership and Management, Training and Development, and Talent Management, analyzing their operational contexts and current practices. It explores the NHS's approach to training, including on-the-job methods, and its talent management practices, such as recruitment and employee engagement. The report also discusses leadership styles and management processes within the NHS. Furthermore, it applies relevant theories and models, suggesting improvements like off-the-job training and performance appraisals to enhance employee performance and engagement. Recommendations focus on the skills, knowledge, and behaviors required by management to improve service quality and employee retention, emphasizing the importance of situational leadership and continuous learning within the NHS.

Individual Research
Portfolio

Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY...................................................................................................................................2
Analysing the operational context of company in Training and Development, Talent
Management and Leadership and Management.....................................................................2
Applying relevant theories and models to company’s Training and Development, Talent
Management and Leadership and Management.....................................................................5
Recommendations focusing on the required skills, knowledge and behaviour needed by the
management for delivering on three areas Training and Development, Talent Management
and Leadership and Management...........................................................................................7
CONCLUSION................................................................................................................................8
REFRENCES...................................................................................................................................9
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INTRODUCTION
Managing people is not an easy task and considered as one of the most crucial and important
activity that need to be considered and performed by organisations in order to improve the
performances of people associated with their form and enhance their productivity moving
towards achievement of their strategic objectives. The selected organisation for the individual
research portfolio is it NHS which is also known as National Health Service. The company NHS
was established in in 1948 as one of the major social reforms following the second world war.
The National health Service is the public funded healthcare system of the United kingdom which
is funded out of general taxation and made up of four separate systems in the four countries of
UK. The report focuses over three areas specifically of NHS that are Leadership and
Management, Training and Development and Talent Management.
MAIN BODY
Analysing the operational context of company in Training and Development, Talent
Management and Leadership and Management.
The National Health Service or NHS as loan is a public funded organisation which was
established in the UK as the major reformed of the second world war. Images has made up of
four separate systems which are developed in four countries of the UK, the National Health
Service in England, National Health Service Scotland, National Health Service Wales and health
and social care in northern Ireland (Censor-Hillel and et. al., 2019). Each of these systems
operating in four separate countries are independently functioning and are politically responsible
add answerable to the relevant governments. Energy became the fifth biggest employers in the
world bi enjoying more than 1.7 billion people which were divided close the force systems. The
management and retention of employees is the main focus of NHS as the company and its
performance is directly dependent on their Health Care individuals and employees including
doctors, experts, nurses, healthcare providers, and all the staff members operating in the
company. The National Health Service focuses over human resource Management staff attitudes
and their behaviours along with organisational culture and skin condition as they consider that all
these areas are correlated and indicators of effectiveness and innovation taking place in the
operation of organisation. The operational and functional strategies of NHS which are used by
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the organisation currently focusing over three areas which are Training and Development, Talent
Management and l
Leadership and Management. Max segment highlights the operational strategies of NHS used in
the three areas.
Training and Development
Meaning:
Training and development is a very aggressive and a necessary HR practice which required by
the human resource department of organisations do to evaluate and plan according to the needs
of company and according to the objectives (Gravetter and Forzano, 2018). The training and
development is defined as an activity which is focus is over development and skill updating
activities of employees. Training and development is a process of providing the knowledge and
abilities to employees according to the changing environment and keeping them updated
according to the changing competitive business environment.
Purpose:
Human resource department of organisation undertakes training and development activities with
the sole purpose and motive of increasing the abilities and performance level of employees in the
organisation so that the ultimate goal and strategic objectives developed by the strategic
management organisation can be obtained in the most productive manner. Therefore, in NHS the
purpose of training and development activities is only for increasing the knowledge of Health
Care staff and their skills for developing a trustworthy and id8 healthcare organisation providing
best act for their helping and faster recovery.
Current practice:
The National Health Service make use of on the job training and sessions for improving the
career process and performance along with encouraging the employees. The on the job training
sessions are basically conducted on the field by the experts in the organisation such as top level
management of the company (Baek and et. al., 2019). The top level management middle level
management and other lower operational staff all toys are trained and developed by the experts
and by on the job training sessions.
Talent Management
Meaning:
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Talent management is another human resource practice that is conducted by the human resource
department of organisations in order to bring in and retain the best employees in the company.
Talent management is defined as the mythology for an organised strategic process of getting the
right talent on-board and helping them grow to the optimum level keeping the organisation
objectives on the primal position (Fisher, Medaglia and Jeron0imus, 2018).
Purpose:
The size of talent management involves identifying the gaps in talent and vacant positions in
order to you bring in the best suitable candidates with the motive of growing them within the
steps system and developing appropriate needs by training them according to the requirements of
the company. Is the main purpose of talent management in NHS the organisation focuses over
managing the staff and talents according to the requirements the organisation and sticking with
best employees in all the four systems present in different countries.
Current practice:
The talent management practices and models currently used by NHS human resource department
is of recruitment and employee engagement. In other words for managing and retaining the talent
the human resource department of NHS undergoes a thorough process where the first identify the
gaps between the talent for filling the empty positions and increasing the engagement of
employees in the operation by different engagement practices and motivating them in the best for
the organisation fulfilling its strategic objectives.
Leadership and Management
Meaning:
The concept of leadership and Management is considered as the most crucial for people
management in an organisation. Leadership and management how to separate concepts but
works in a line for effective operations and productivity of an organisation. Management is a
primal recess which is concerned and connected with the planning budgeting organising staffing
controlling and problem solving processes of a company. On the other hand leadership processes
in was establishing directions to the people of an entity, aligning them, motivating and inspiring
them in the best possible manner for attaining the organisational goals with the help of strategic
plans developed by the management (Dowker, 2019).
Purpose:
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The offers on another was the motive of an organisation for having a effective leadership and
management process is to running the operation in the most beneficial and productive manner.
The leadership is an art of motivating people and the common code on the other hand
management is a process of aligning these activities in the best possible manner so that it
organisation like NHS can attain their objectives of serving the best services to the people and
their patients.
Current practice:
Currently in the four separate systems of NHS leadership and management process are similar to
the most significant level. That means indifferent operations of the National Health Service the
leadership styles which are adopted by the top level management for managing the people and
the smooth functioning of the organisation is focusing towards developing high quality care
cultures and employee engagement in the operations with team working and developing an
environment of continuous learning innovation and quality management (Slutzky and DeBruin-
Parecki, 2019).
Applying relevant theories and models to company’s Training and Development, Talent
Management and Leadership and Management.
Human resource department is the functional unit present in the company for activities in
different areas focusing over the employees and workforce of the company. human resource
department of an organisation undertakes several and activities for performance management and
enhancement of productivity of the organisational operations. In the above section the practices
and operation techniques which are used by the human resource department in training and
development talent management and leadership and Management segment are discussed. This
section of report is concentrated over different and better human resource practices which are
applicable in National Health Service increasing the performance level and managing the
productivity of the people associated with the company.
Training and Development
In the recent years it has been analysed that productivity and quality of services provided by the
staff to the patients by the staff is been reducing. The organisation National Health Service focus
is and provides on-the-job training to the staff belonging to different operational levels from top
to the bottom during the expert doctor to the lower level nurses and health-care employee. But in
order to enhance and underpin the performance of people the organisation needs to focus on
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developing more and better skills in the employees for accomplishing their motive of quality e
health care services. Therefore NHS should be making use of off the job training methods such
as workshops and training sessions which will allow them to bring in the best knowledge from
the external environment and from the experts available all over the world. The off the job
training sessions should be provided to all the staff members from top to bottom paath in the
initial stage the organisation should focus over updating the skills and capabilities of the lower
operational management staff. The company should make use of experts available all over the
world and their knowledge for bringing productivity e and enhancing performance level of their
employees according to the needs and requirements of the patients and with the motive of
fulfilling their strategic goals.
Talent Management
The talent management process of organisation is focus towards recruiting the best talents for the
organisation by analysing the gap and filling the vacant position. Top level management and the
human resource department of NHS work collaboratively for analysing and evaluating the Talent
gas present in the company. The practice which human resource department undertakes for
talent management is of employee engagement in the operations. But for better and effective
engagement of employees it is the responsibility of human resource department NHS to provide
and practice different performance appraisal and rewarding thoughts for increasing the
engagement and encouragement of employees while working in the company. The human
resource Department of NHS can make use of performance appraisal by which Deccan estimate
the performance level of an individual according to the contribution made by them in the
company and its productivity. Talent management practices will enhance the motivation level of
people and also helps NHS in increasing the retention ratio of their staff specifically in the
operational level (Robinson and Reed, 2019).
Leadership and Management
According to research conducted it has been identified that the main motive of NHS by which it
conduct different activities for people management is to increase the quality of services provided
by the employees to the patients in the healthcare sector along with increasing the employee
engagement. The Management theory which is suggested to NHS and to its top level
management in order to effective management of people along with guiding them in the right
direction is of situation and leadership style. This leadership style suggest that every situation is
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different and it is the role of leaders to analyse the appropriate situation and then make their
leadership decisions. Situation leadership theory and its implementation will help the leaders of
NHS to evaluate the situation and the behaviour of employees accordingly when pick the
decisions or adopting a leadership style. This leadership and management technique increase the
relations between employees and employers providing more power to the people and ultimately
motivating them you perform in the most efficient manner as they are guide towards the right
goal in the right manner by the leaders of NHS.
Recommendations focusing on the required skills, knowledge and behaviour needed by the
management for delivering on three areas Training and Development, Talent Management
and Leadership and Management.
Theories Skills Knowledge Behaviour
Training and
Development
Training and
development segment
is the crucial one and
the human resource
department has to
develop better
decision making skills
in order to describe
appropriate off the job
training sessions for
the respective
management level
(Riffe, 2019).
The human resource
department has to
develop better
managerial
knowledge which will
help them to define
assess and support
staff in the best and
the most appropriate
way.
The human resource
department has to
develop more ethical
behaviour so that
employees can be
developed according
to it and make use of
ethical means while
working and
providing their
services towards the
company and its
strategic goal.
Talent Management For better talent
management human
resource department
NHS has to develop
collaborative working
and cooperative skills
for understanding
Hotel management
it’s important that the
human resource
department has an
appropriate
knowledge about the
different recruitment
The human resource
department has to
have and develop a
transparent behaviour
clarifying and
providing all the
required information
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prospective. and selection practices
for adopting the best
suitable in relation
with the company
(Campbell and et. al.,
2018).
to the staff which is
beneficial for them
and for the
organisation as well.
Leadership and
Management
The management of
managers has to
develop effective
communication skill
in order to deliver the
best directions to the
people enhancing the
reformers levels
managing there
working capabilities.
Top level
management
orphanages has to
gain knowledge about
the suggested
leadership theory that
is situational
leadership in order to
implement it in the
best efficient manner
in the organisation for
performance
management of
employees.
The management and
the HR department of
energy has to develop
a behaviour they are
open to learn and
develop effective
communication
among staff and
themselves.
CONCLUSION
The preceding report is an individual research report concluding that people management and
enhancement of the productivity is the most important and the crucial task conducted by the
human resource department of an organisation in collaboration with the top level management
who ultimately takes all the decisions for company. The report concentrate over different
theoretical models applicable in three areas that are Training and Development, talent
management and leadership and Management.
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REFRENCES
Books and journals
Baek, E. and et. al., 2019. Brief research report: Bayesian versus REML estimations with
noninformative priors in multilevel single-case data. The Journal of Experimental
Education, pp.1-13.
Campbell, B. C. and et. al., 2018. Effect of general anaesthesia on functional outcome in patients
with anterior circulation ischaemic stroke having endovascular thrombectomy versus
standard care: a meta-analysis of individual patient data. The Lancet Neurology. 17(1).
pp.47-53.
Censor-Hillel, K. and et. al., 2019. Algebraic methods in the congested clique. Distributed
Computing. 32(6). pp.461-478.
Dowker, A., 2019. Individual differences in arithmetic: Implications for psychology,
neuroscience and education. Routledge.
Fisher, A. J., Medaglia, J. D. and Jeron0imus, B. F., 2018. Lack of group-to-individual
generalizability is a threat to human subjects research. Proceedings of the National
Academy of Sciences. 115(27). pp.E6106-E6115.
Foulkes, L. and Blakemore, S. J., 2018. Studying individual differences in human adolescent
brain development. Nature neuroscience. 21(3). pp.315-323.
Gravetter, F. J. and Forzano, L. A. B., 2018. Research methods for the behavioral sciences.
Cengage Learning.
Riffe, D.., 2019. Analyzing media messages: Using quantitative content analysis in research.
Routledge.
Robinson, D. and Reed, V., 2019. The A–Z of social research jargon. Routledge.
Slutzky, C. and DeBruin-Parecki, A., 2019. State-Level Perspectives on Kindergarten Readiness.
Policy Information Report and ETS Research Report Series No. RR-19-07. ETS
Research Report Series.
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