MG411 - People Management: Leadership, HR Processes, NHS Analysis

This report provides an analysis of people management practices within the National Health Service (NHS), addressing leadership and management styles, change and innovation models, and key HR processes that underpin performance management. It evaluates training and development, reward systems, recruitment and selection processes, performance management, appraisal management, and relationship negotiation strategies. The report also explores contemporary issues facing line managers, such as pension deficits and 360-degree appraisals. Models like Lewin's change management and ADKAR are discussed in the context of NHS operations. The analysis emphasizes the importance of effective people management in achieving organizational goals and improving service delivery within the NHS. Desklib offers similar solved assignments for students.

Introduction to People
Management

Table of Contents
MAIN BODY ..................................................................................................................................4
Demonstrate an understanding of the knowledge, skills and behaviours to be an effective people
manager............................................................................................................................................4
Leadership and Management......................................................................................................4
Change and Innovation...............................................................................................................4
Identify and evaluate key HR processes which underpin the performance management of people
at work ............................................................................................................................................5
P2 HR Practices That Helps in Performance Management at Workplace..................................5
Selection process and interview..................................................................................................6
Managing performance...............................................................................................................7
Appraisal management................................................................................................................7
Relationship and Negotiation......................................................................................................7
Flexible working.........................................................................................................................8
Demonstrate an understanding of contemporary issues lacking line managers relating to people
management.....................................................................................................................................8
Pension deficit.............................................................................................................................8
360 degree appraisal....................................................................................................................8
REFERENCE...................................................................................................................................9

MAIN BODY
Demonstrate an understanding of the knowledge, skills and behaviours to be
an effective people manager
Leadership and Management
Management styles refers to in which way manager or supervisor control the overall
organization. It also refers to establishing rules and regulations in organization to maintain the
decorum and discipline of employees (Cooke, F. L., 2018). Good management styles and
systems helped the management to take right decisions in any critical situation. In management
style various skills are used by senior manager to mange employees. It includes motivation skills,
planning skills and so on. Effective management system also helped the organization to run the
operational activities smoothly. In context to National Health Service, management must
maintained the proper health care management system for providing best quality health treatment
to consumers in any time. Because the main aim of National Health Service is to increase the life
of people with the help good quality treatment. The other aim of national health services is to
facilitate services to all categories of consumers without making any discrimination.
Change and Innovation
The models which are used by organization in change and innovation for providing good
service and treatment to consumers are described below -
Lewin's change management model – In this model organization are used three steps
for evaluating and initiating various strategies, products and services. It includes -
 Unfreeze - In this stage all service, policies and strategies are prepared by NHS
according to customers wants and desires.
 Change- In this stage implement changes in their policies, strategies and services.
 Refreeze- In this stage NHS monitor the final changes and process of work.

Adkar change management model – In this model National Health Services mostly
focus on achieving their organizational goals with good intentions which are described below -
 Awareness – Management of NHS must understand that in which way change helps to
create awareness between employees for increase their productivity (Peterson, B. L. and
McNamee, L. G., 2021).
 Desire - Management of NHS must ensure that every employees participate in this
change.
 Knowledge - Management of NHS must provide accurate information to their
employees for run the company operation smoothly and get success.
 Ability - Management of NHS must provide proper training to their employees for
applying their skills properly in work.
 Reinforcement - Management of NHS must manage the employees properly after
change was completely established.

Identify and evaluate key HR processes which underpin the performance
management of people at work
P2 HR Practices That Helps in Performance Management at Workplace
Human resource management for enhancing the capabilities of workforce at the
workplace is important to get optimum results. There are various management activities that are
required by NHS to enhance or improve performance of their employees, which are as follows:
1. Training and Development: It can be explained as the method of enhancing the abilities
of individual by vigorous teaching of practical and theoretical knowledge to them.
Training means entrenching the people with required skills to perform a job and
development means growth of employee. There are two types of training methods which
are as follows:
On the job training
It can be explained as the method of training in
which employee work while working or being
present physically at the workplace. NHS
provides this by coaching, apprenticeship
programmes, internship or job rotation of
employees to learn at work.
Off the job training
It can be explained as the method of training
and development in which the employees is not
physically present at the job. NHS includes
classroom lectures, computer modulation,
vestibule school, films, case studies,
programmed simulations for off the job
training.
There are various learning styles that should be evaluated by NHS that suits an individual during
their training and development. These are, aural learners, visual learners, kinaesthetic learners
and many more that should be identified by NHS to provide effective learning and development.2. Rewards: It can be explained as the incentives or advantages to an individual for putting
extra efforts in doing certain task, in order to encourage them. It gives psychological
satisfaction to the employees. Incentives for better performance in the NHS have several
methods and modes. This is designed to motivate and encourage the employees and
perform significant to produce optimum outcomes. Today the needs of individual is not
restricted to psychological satisfaction and the definition of reward has changed, and it
demands for materialistic rewards and up-gradation in posts. NHS uses Pay-for-
Performance model to achieve high level of performance and rewards in monetary terms.

3. Recruitment: Recruitment is the process of identifying, highlighting or attracting capable
people and provoke them to apply on an vacant job position. There are two types of
recruitment which are as follows:
Internal Sources of Recruitment
It induces candidates from within the
organisation that are working already, which
provides economical and viable recruitment by
the management. NHS have transfers,
promotions and lay-off for its employees who
are working in the organisation.
External sources of Recruitment
It refers to the sources of recruitment from
outside the organisation. NHS have direct
recruitment, advertisements, placement
agencies, campus recruitment, employee
exchange, casual callers, and many others to
recruit people from outside the organisation.
NHS has developed various procedures for recruitment including intelligence test, aptitude test,
personality test, selection decision and medical examination to induce new employees.
4. Selection and Interview: It is a staffing process that consists of discovering most
prominent and suitable candidate to fill a vacant spot of job in an organisation.
Selection process and interview
Selection process refers to overall procedure of identifying, attracting screening, short-
listing and interviewing candidate for right job. But interviewing refers to one to one
conversation between interviewer and interviewee.
Review and Evaluate various methods of selection
 Screening of CV – CV is a document where applicants submit their documents in a
company's portal. In context to NHS, management must check the candidates resume
correctly.
 Tests – It refers to written or online test which was take by organization. Through this
test NHS judge the knowledge of the candidate for a particular job.
Develop skills for undertaking the interview process -
The skills which need for candidates to undertake the interview process are -
 Communication skills – For maintaining proper communication between interviewer
and candidate NHS must organize friendly environment in their office.
 Listening skills – For the use of listening skills properly candidate try to listen properly
and management of NHS must ask the question properly.

Managing performance
Managing performance is a continuous process of communication between the manager
and employee which is occurred in any time. This process helped organization to meet their
vision, mission and objectives. It also focused on performance and departmental functions of
organization. In context to NHS, management must the Purcell model (People and Performance
Model) to manage the stability in organization. Because for run company properly proper
management of employee are necessary. This model includes ability, motivation and
opportunity.
Appraisal management
Appraisal management refers to the individual or the group of employees. This type of group
helped the professionals to fulfil evaluation assignments. In context to NHS, management must
use MBO (Management by Objectives) method for improving company's performance with the
help of clear objectives. Management by objectives includes review organizational objectives,
set employee objectives and so on. This method works only when both employee and employer
are coordinate with each other.
Relationship and Negotiation
Relationship refers to boundation and connection between the employees and employers.
But negotiation refers to bargaining or dialogue between two parties and people. The main
purpose of negotiation to receive the beneficial outcome or result. In context to NHS,
management used this concept to reduce the conflict between employee and employer in
organization. For maintaining proper relationship and negotiation company mainly used two
methods
 In relationship company used win win model for provide best quality service treatment to
consumers to live their life in long term (Gade, D., 2019). The other reason for using this
model by organization are they always believed in ethical values.
 In negotiation organization used win lose model because in this model chances are
increased for increase the profit of organization. Negotiation is a very important in
organization for handling any type of crucial situations in organizations. It is also
important for handle the employees in organization if they done any illegal activity.

Flexible working
It refers to soft rules and regulations which is used by organization for employees. It also
refers to providig flexibility to employees regarding their work, timing and so on. In context to
NHS, management must maintain the work life balance in organization which is highly
important for employees. Because without maintaining proper work life balance employees are
not able to increase their productivity and work efficiency For maintaining work life balance
management used various models such as flexitime, timeline working, voluntary working time
and so on. These models are very important for organisation to complete the task in time.
Demonstrate an understanding of contemporary issues lacking line managers
relating to people management
Pension deficit
It refers to the gap between pension required to pay and the availability of money to to
pay out. It is only occurs when organization did not have enough money for maintaining the
expenses of organization (Salam, A., 2020Nataraj, S., 2019). In context to NHS, management
used the pension deficit method to minimize the expense in organization.
360 degree appraisal
It is a process where feedback are collected from all types of employees, subordinates,
supervisors and from others. In context to NHS, management used this method for analyse the
performance of a particular employee. This method also helps to understand that the particular
employee are interested or not to do the work.

REFERENCE
Books and Journals
Cooke, F. L., 2018. Concepts, contexts, and mindsets: Putting human resource management
research in perspectives. Human Resource Management Journal, 28(1). pp.1-13.
Dutton, S. and Kozachik, S.L., 2020. Evaluating the outcomes of a web‐based stress
management program for nurses and nursing assistants. Worldviews on Evidence‐Based
Nursing, 17(1). pp.32-38.
Gade, D., 2019. Introduction to Smart Cities and Selected Literature Review. International
Journal of Advance and Innovative Research, 6(2). pp.7-15.
Nataraj, S., 2019. CRM Software–An Introduction. International Journal of Business
Management & Economic Research, 10(5).
Peterson, B. L. and McNamee, L. G., 2021. Special Issue Introduction on Nonprofit and
Voluntary Organizations: Questions and Possibilities for the Next Era. Management
Communication Quarterly. p.08933189211017535.
Pianykh, O.S. And et. al., 2020. Improving healthcare operations management with machine
learning. Nature Machine Intelligence, 2(5). pp.266-273.
Salam, A., 2020. Internet of things for sustainable community development: introduction and
overview. In Internet of Things for Sustainable Community Development (pp. 1-31).
Springer, Cham.
Shin, S., Oh, and et. al., 2020. Impact of nurse staffing on intent to leave, job satisfaction, and
occupational injuries in Korean hospitals: A cross‐sectional study. Nursing & health
sciences, 22(3). pp.658-666.