NHS Talent & Resourcing: Labour Market Analysis & Improvement

This report investigates employee talent and people resourcing within the NHS, emphasizing the relevance of labor market analysis for effective planning. It highlights the importance of both short-term and long-term planning in enhancing organizational performance. The report delves into current challenges faced by the NHS in people resourcing and talent management, such as skill gaps and employee overworking, and proposes strategies for improvement in areas like recruitment, reward management, and performance management. The analysis underscores the necessity for NHS to focus on talent management and people resourcing to meet organizational objectives and improve patient care, stressing the role of effective strategies in addressing current issues and achieving strategic goals.

EMPLOYEE TALENT AND PEOPLE
RESOURCING

INTRODUCTION
The workforce of an organization contributes significantly to its growth, therefore, it is
important to focus on the effective management of the employees. Employee talent and
people resourcing are the important concepts in the field of human resource management
and it is very important for an organization to focus on the effective talent management and
people resourcing (Vaiman, et al. 2011). This report is an attempt to investigate the different
factors associated with the employee management. Relevance and importance of labour
market for effective planning is demonstrated in this report. The significance of short-term
and long-term planning in the improvement of the performance is also described in this
report.
NHS is a national health care system in England. It was founded in the year 1948. It is also
known as the World’s largest single player healthcare system. NHS is facing different
problems regarding the human resource management. This report adopts the case study of
NHS to investigate the different dimension of the employee and people resourcing in an
organization.
Figure1: Employees of NHS

[Source: BBC, 2018]
TASK 1
RELEVANCE OF CONDUCTING LABOUR MARKET ANALYSIS TO
ORGANISATIONS RELATING NHS AND ITS CONTRIBUTION TO EFFECTIVE
PLANNING
Employees are the key stakeholder of a company which plays a crucial role in the smooth
operation and progress of an organization therefore, it is imperative for an organization to
focus on the effective management of its workforce. NHS is facing different issues regarding
the employee management which reflects significantly on its organizational activities to a
great extent. It is important for NHS to develop effective strategies to overcome the various
issues. NHS should conduct the market research analysis in order to meet the demand of
the customers.
The labour market analysis is an important element for the smooth operation of an
organization. Labour market refers to a place where the employers and workers interact
with each other. It can be said the labour market is the place for supply and demand of the
labour in which worker provides the supply and a company supplies the demand. Labour
market analysis is a process of identification of the appropriate labour market for different
types of the positions. It is a survey of the market to define the salaries for various positions.
It is also effective in identifying the different market trends like merit pay, ancillary pay and
pay practices. It is also helpful in establishing, adjusting and recommending changes and
structure for a different staff position (Wilkinson, 2013).
It is important for NHS to conduct labour market analysis to understand the different factors
which are affecting its operations. It can help NHS in finding the different areas which
require the labour. There are certain areas in which NHS requires labours to minimise the
workload of other staff and to operate the business operations in an efficient manner. It can

help NHS in accomplishing the different organizational activities in an efficient manner
(Gomes, 2012).
It can also help NHS in hiring the employees with required qualifications and skills in order
so that they can perform their assigned roles and responsibilities in an effective manner.
The other important benefit of conducting a strong labour market analysis is that it can help
NHS in hiring the right employee at right salary. It allows NHS to select the right candidate
from the large number of the options (Loveridge and Mok, 2012).
Labour market analysis contributes significantly to the planning of an organization. The
workforce planning is essential for an origination to keep going its different operation in a
smooth and efficient manner. It helps an organization in identifying different factors
associated with the human resource which can influence its operations. It helps in
maintaining balance between demand and supply. It helps an organization in recruiting
employees with required skills and knowledge so that the different operations can be
accomplished efficiently. It also helps in determining the salary of the employees belongs to
different position or designation. In case of NHS, it can help it in paying the right amount of
the money to the nurse, midwives, doctors and other supporting staff (Atkinson and Storey,
2016).
It is important for NHS to conduct effective labour market analysis in order to avoid
different issues with workforce and operate its different activities effectively.

IMPORTANCE OF SHORT TERM AND LONG TERM PLANNING IN BUSINESS
DECISION AND HOW IT CAN HELP NHS IN IMPROVING ITS PERFORMANCE
It is crucial for an organization to make effective planning in order to achieve significant and
sustainable growth. NHS should also develop short term and long term plan for the effective
operation of different organizational activities (Nickel, et al. 2012).
Sort term planning addresses the target goals which can be gained in short period of time.
An organization develops the short-term goals in order to make the small improvements in
its operations. Short term goals include making the website for organization achieve
improvement in the certain areas etc. In case of NHS, the short-term goals may include
treatment of certain number of the patients, conducting research to improve certain areas
etc. Long-term plans address the goals which can take a long period of time to be
accomplished. The long-term planning helps an organization in achieving the big goals.
Long-term planning helps organization in responding future challenges and opportunities. It
also helps in archiving new heights. The long-term planning of NHS can include expansion to
new locations, make it most advanced health care organization (Coulter, et al. 2013).
NHS should focus on the development of the short as well as the long-term plan in order to
achieve significant growth. It can help NHS in making effective decisions for the
improvement of the different organizational activities. It can make planning for providing
effective training and development to the employee in order to make them more skilled and
knowledgeable so that they can perform their roles in an effective manner. It should make
sure that all the employees are aware of the factors associated with their job and are able to
use the different instruments in order to provide better care to the patients. It should also
develop financial plan for the improvement of its financial condition as it one of the main
barriers to providing better care to the patients. It should consider all the tactics and
strategies to avoid the current issues and to achieve better results.
Effective short-term and long-term planning can help NHS in improving its performance. It
can help in determining the impact of various factors which can influence its performance.
NHS can develop the problems to solve the problems associated with human resource as

well as financial resource. The effective short-term and long-term planning can help NHS in
strengthening it's financial as well as the human resource which can help the company in
delivering better services to the patients (Kay, 2012).

TASK 2
STRATEGY SERVE THE STRATEGIC GOALS OF NHS
It was a good experience of conducting the job interview exercise. The effective strategies
are developed to achieve the strategic goals of the NHS. The key objective of NHS includes
delivering better treatment to the patients in order to deliver them satisfactory results. One
of the other important goals of NHS is to provide effective training to the employees so that
they can perform their assigned role and responsibility in an effective manner. One of the
other important goal of the NHS to deliver better results. The developed strategies consider
all the important factors which help in avoiding or overcoming the different issues.
There are various strategies which can be considered by an organization in order to achieve
better results. The key areas which should be considered by NHS are recruitment and
selection, reward management and performance management. The improvement in this
areas can deliver resolve the different problem. NHS should adopt the different recruitment
and selection such as written test, interview and role play in order to hire the right
employees. Effective reward management and performance management can play an
important role in boosting the morale of the employees and motivating them to deliver
their best performance (Cascio, 2018). The effective implementation of the training,
performance and reward strategies to achieve the goals of NHS.

CURRENT ISSUES IN PEOPLE RESOURCING AND TALENT MANAGEMENT FOR
NHS
These strategies address various strategic current issues in people resourcing and talent
management. It is important for NHS to develop effective strategies to understand and
analyse the reason behind current issues. One of the important reason behind the problems
or issues of NHS is its ineffective people resourcing and talent management. NHS needs to
focus on the managing its employees as it can give rise to different issues which can affect
the business operations of the NHS. The main current issue addressed by these strategies is
the poor skilled and careless employees. It is important for the NHS to make their
employees more skilled and knowledgeable. Effective training can be provided by the NHS
to make their employees more effective.
The other issue which is influences the NHS is overworking of the employees. Due to lack of
employees in few departments, the other existing employees have to work. The
overworking of the employees reflects negatively on the performance of the employees
which can lead to work stress (Thunnissen, et al. 2013).
WHAT WENT WELL
The experience of conducting job interview was great. I have learned many new things
regarding management of the workforce. The interview went well and many good things
happened which can help me in future. Most importantly I have learned about different
aspects of the interview. What are the important questions which can be asked to check the
knowledge and skills of the candidates? I have also learned about the impact of the HR
practices on the organizational activities and performance. By asking and giving answers to
the different questions helps me in probing the different dimensions of the talent
management and performance management.

WHAT NOT GET?
The interview went well but it can be better. I need to do focus on the improvement in
different areas to make it better next time. I need to focus on the improvement of my
communication skill so that I can interact effectively with others. I also need to focus on the
body language to keep my thoughts effectively in front of others.

WAYS FOR THE IMPROVEMENT OF THE INTERVIEW
There are different ways or techniques which can be adopted for the improvement of the
interview. There are various areas which can be improved to make the interview better. One
of the main elements is communication which needs to be improvement to make interview
more successful. I am focusing on improving my communication skill through
communicating with other and taking feedback from other for improvement. The
preparation before the interview can also help in making interview successful

CONCLUSION
It is important for an organization to develop effective strategies for effective talent
management and people resourcing. All the aspects associated with the human resource
management should be considered by an organization. One of the crucial element of
workforce management is labour market analysis. It is important for NHS to conduct labour
market analysis to understand the different factors which are affecting its operations.
Labour market analysis contributes significantly to the planning of an organization. An
organization should also develop short term and long term plan for the effective operation
of different organizational activities. Effective short-term and long-term planning can help
an organization in improving its performance. It can help in determining the impact of
various factors which can influence its performance. It may be concluded that an
organization must focus on the effective talent management and people resource to meet
all the organizational objectives.

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