Performance Management in NHS: Recruitment and Selection Analysis

This report examines the recruitment and selection processes within the National Health Service (NHS) in England, highlighting the role of human resources in managing end-to-end personnel functions, from advertising vacancies to onboarding employees. It details the contemporary approaches used by NHS, including online advertisements and social media recruitment, alongside traditional methods. The selection process involves reviewing applications, shortlisting candidates, conducting interviews, and performing pre-employment checks. The report also covers performance management practices within NHS, emphasizing the creation of a supportive environment, continuous performance reviews, and opportunities for career progression. It further discusses the working conditions and benefits offered by NHS, such as flexible working arrangements, childcare support, and a generous pension scheme, all contributing to NHS being a rewarding place to work. The document references various journals and online resources to support its analysis of NHS recruitment and performance management.

Resource management

Company Background:
NHS or National Health Service is a public
sector company in England that provides
health acre services. The organisation is
one among the national health service
systems in the country and second largest
healthcare system in the world (Bach,
2020).
The organisation provides emergency
treatments, eye tests, dental care, long term
health care, primary care, in-patient care.
The core principles upon which the
organisation is based are meeting
everyone’s need, be free at the delivery
Human resource functions
The human resource department at
NHS is responsible for the
management of end to end processes
of manging the personnel like
recruitment and selection, from
placing advertisements to onboarding
employees. The HR department also
efficiently advices and guidance to
employees, conducts performance
reviews, career planning, succession
planning and manging all employee
data, thus it is a critical department of
the NHS which functions to its utmost
efficiency and recruits the best people
in the organisation.
Hr places advertisement on NHS careers page
or NHS jobs and also in the external
publications through Lawtonware and remains
available for around 2 weeks. All the requests
are actioned within 2 days of the receipt as all
the applicants apply using NHS jobs website.
After this the recruitment manager reviews all
the application longlisted, and relevant are
selected and the interview email is sent to the
candidates using the interview request form.
After confirmation is received from candidates,
interview is scheduled and chair panel is set up.
The selection process is followed by managers
making decisions regarding selection criteria,
makes notes about each candidate with details
of the performance in interviews against the
criteria mentioned on person specifications.
Manager calls the selected candidates and
emails the appointment letter after completion
of the pre-employment checks. All the relevant
selection details are emailed along with the

phase and based on clinical needs not
payment abilities. NHS England is a
rewarding place to work for. A typical day
at the organisation involves over 800,000
people visiting the GP practice and practice
nurses, over 50,000 people visiting
emergency and accident department, high
number of outpatient consultants and many
receives planned treatment in the hospital.
NHS offers various opportunities for
growth and challenges for those personnel
who are adamant, determined and
passionate in careers.
Job Role: Registered nurse
Salary: £480K - £500K/yr
The salary is set is aligned with the skills
and abilities of the candidate and there are
more than 300 careers available to join that
matches the qualifications and interest.
Contemporary approaches to
recruitment and selection
Recruitment and selection process
refer to the sourcing out of candidates
by identification of vacancies and
calling out people on various medium
and encouraged to apply in NHS while
selection undertakes hiring of the
employees within the candidates that
are shortlisted after going through
assessments, tests and interviews and
positioned at the required job role in
NHS.
The traditional sources of recruitment
that NHS used to undertake in the
initial years are local news paper
advertisements, local employment
office-based postings, temporary
employment-based agencies, hiring
within the organisation or internal
hiring (Edwards and Palmer, 2019).
The contemporary sources that NHS
onboarding program.
Procedures and practices of performance
management
The performance management a NHS happens
by creation of the right environment for the
selected candidates and understanding wat
motivates the employees. A successful and
educational onboarding programme will be
conducted after, for instance, registered nurse
job role candidates are selected and the
induction happens in the relevant department of
the hospital. All the employees undergo
management and assessment and a performance
management grid is developed (Quadery and
et.al., 2020).
Good intentions are always assumed in NHS
and the staff and management is always
supportive. Communication will take place
openly and the entire process is fair and
consistent.

Working conditions and benefits
The benefits of the NHS pay system, i.e.
Agenda for change is applicable to all the
staff members. The standard working
duration per week is of 37.5 hours, the
enhancement in pay and other rewards
occurs in hours, overtime and shift basis.
The holidays offered are 27 days every
year with 8 casual and public holidays,
career progression, yearly personal
development appraisal and reviews. Focus
on work-life balance through apart time
roles, weekend positions and job-sharing
has started adopting generally includes
the modern recruitment methods like
online advertisements on various job
portals, recruitment through online
methods by stating the vacancies and
entire process on the careers page of
the official website of NHS and also
social media based recruitments,
through advertisements on social
media ages like LinkedIn etc.
Recruitment and selection process at
NHS
The relevant job positions and roles
are reviewed continuously as they
become vacant. The managers are
responsible for workforce planning
and also if the job could be undertaken
more efficiently if the job duties and
role are redesigned. The manager then
has to take approval from the care
group manager or executive directors.
The performance management process takes
place annually where the setting and
communication of goals takes place,
measurement of documents and perfromance
and facilitation on discussion for development.
The measuremnet of performance occurs

facility. Hep with childcare, emergency
care, extended breaks and also provision of
counselling and other occupational health
services. NHS is committed to training,
development and learning opportunities
and provides annual personal development
plan for supporting career progression. The
pension scheme of NHS is also highly
generous and protected against inflation by
the government (Appleby, Thompson and
Jabbal, 2014).
The manager then emails the forms
like job description and person
specifications to the divisional HR
manager. After being approved the
recruitment starts taking place (NHS
jobs, 2017)).
through quanitiy, goal and productivtiy metrics,
feedacks, quality and behavioural observations
and other significant functions in the meeting
(Moullin, 2017).

REFERENCES
Books and Journals
Appleby, J., Thompson, J. and Jabbal, J., 2014. How is the NHS performing. Quarterly
monitoring report.
Bach, S., 2020. New Models of Care and Workforce Change in the NHS in England. THE
EVOLVING HEALTH CARE LANDSCAPE, p.51.
Edwards, N. and Palmer, B., 2019. A preliminary workforce plan for the NHS.
Moullin, M., 2017. Improving and evaluating performance with the Public Sector
Scorecard. International Journal of Productivity and Performance Management.
Quadery, S.R., and et.al., 2020. Innovative recruitment and clinical orientation programme to
manage NHS junior doctor shortfall: A district hospital experience. Future healthcare
journal, 7(2), p.131.
Online
Recruitment and selection policy, NHS JOBS, 2020. Available through:
<https://www.jobs.nhs.uk/cgi-bin/doc_viewer.cgi?type=jpd&id=12426>
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