People Management Report: NHS Leadership, Training and Talent

This report provides an in-depth analysis of people management practices within the National Health Service (NHS). It explores various aspects, including leadership and management styles, with a focus on the democratic leadership model and its application within the NHS context. The report also examines the importance of training and development, outlining a system model for training and discussing internal and external factors influencing these processes. Furthermore, the report delves into talent management, covering models for acquisition, activation, and retention of talented employees. It highlights the roles and priorities of NHS management in each area, along with recommendations for improvement. The report concludes by emphasizing the significance of people management in enhancing organizational productivity and service quality within the healthcare sector. The report references various academic sources and models to support its findings and recommendations.

PEOPLE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK ..............................................................................................................................................1
Area 1: Leadership and Management.........................................................................................1
Leadership Model........................................................................................................................1
Role and priorities of NHS management....................................................................................2
Internal and external factors influence on leadership and management.....................................2
Recommendations.......................................................................................................................2
Area 2: Training and Development.............................................................................................3
Training and development model................................................................................................3
Role and priorities of NHS management....................................................................................4
Internal and external factors influence on Training and development .......................................5
Recommendations.......................................................................................................................5
Area 3: Talent Management .......................................................................................................5
Talent Management model..........................................................................................................5
Role and priorities of NHS management....................................................................................6
Internal and external factors influence on Talent Management .................................................6
Recommendations.......................................................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
People management is the most important function of human resource of the organization
that manage the entire work of their employees and other staff members. In this report National
Health Service (NHS) has been select for assessment (Wehrmeyer, 2017). It is health care
institute in UK that attached with Health and social care in Northern Ireland. The present study
will focus on management and leadership and training and development styles and its models. It
also justifies talent management and some factors that influence on each areas.
TASK
Area 1: Leadership and Management
Leadership is the most important part of effective management that need to be understand
by manager of the organization. In related to the case study, National Health Service faces many
issues during the function of serving their services to user's that impact on their financial budget.
Organization shift traditional leadership towards 'Heroic' leadership that make collaborative
problem around workplace. There Human resource department need to focus on these reasons
that slow down the profitability and growth of business.
Leadership Model
Democratic model is the best way to define leadership styles and their manageable
functions. Through using this model NHS can improve their service quality and HR department
run entire process successfully. In the organization staff shortage is the main problems that
impact on entire working process (Bolden, 2016). Thus, for improve all the effect of this issue
HR make their effective team in which employee's show their creativity and give hard working
performance that minimize financial budget of firm and decrease stress among their clinical staff.
Human resource department make current staff stronger through training which develop workers'
talent more than now and they contribute in making decision related with project.
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Illustration 1: Flow of influence in Democratic leadership situation
Role and priorities of NHS management
National Health Service management play their important role by managing their staff
performance and service user's requirement. NHS HR department primary responsibility is tom
assure patients get high quality care services by providing nurses and physicians with tools
required to deliver good health care. There priority is to make their staff proper guidance that
help them to communicate in engaging manner and convenient way. Management skills in health
and social care is very essential which is needed almost at every single healthcare service
discipline.
Human resource function in leadership has to manage every level of staff department in National
Health Service institute. The most important functions in the organization is to work on
collaborative model with leaders and managers that means the job of employees developed more
than now.
Internal and external factors influence on leadership and management
Internal environment of the NHS influence leadership and management function.
Organization, decisions, activities and employee attitudes and behavior are such inner factors
that influence on each and every level of management and leadership process. On the other side
sociological factor also affect leadership skills that influence on management function and
activity this is external factor. HR department or leaders need to understand the demographic
cultures of employees in the organization to manage their performance and give guidelines
according to it. Social factors influence management and leadership highly that directly impact
on staff and business growth.
Recommendations
Thus, to improve staff performance NHS need to developed leadership and management
skills more than now for improving their service levels. They need to make plans about clear
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vision and mission and tell to their employees which help to understand their objectives and
goals in job profession at workplace. Taking high quality decision and focusing on whole
organization process they manage staff performances and other department activities effectively.
Area 2: Training and Development
Training and development is the most essential function of Human resource department
where workers are being trained for their work that they need to perform in organization. HRM
regards development and training as function solicitous with organization activity that aim is to
bettering the chore performance of groups and individual in organizational settings. It helps
workers learn specific skills and knowledge to improve work performance in current job roles.
Development is more focusing and expansive on people growth and future working activities
rather than contiguous role (Czaja and Sharit, 2016). NHS staff need more training and
development activity that change the capacity for employees' performance according demand.
Training and development model
System model training:
This model consist of five stages that should be continual on regular basis to make more
improvements. Training will achieve the aim of helping the workers to perform their work to
needed service standards.
 Analysis and identification: HR department need to identify and analyze the need of
training for employees, departments and other people who wants training. In the case
study of NHS staff shortage due to workers illness and maternity leave make barriers in
provide healthcare services to user's. Thus, human resource department analyze issue or
performance of employees and try to make it better through training.
 Designing: Human resource department of NHS analyze issue and then design training
process according to it. Through training process HR need to meet identify requirement
of employees with organization goals. The whole process is base on required developing
objectives of training and identify the learning stages.
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Source: Models of Training Employees. 2018
 Developing: Human resource department of National Health Service organize training
and development program for improving performance of staff. This process help worker
to learn about their job role, method for delivery quality in health and social care service,
collect all information that make them talented and more knowledgeable.
 Implementation: Thus, after giving training to employee's NHS HR department
implement their talent and skills at workplace. This process develop their confidence
level much higher that help to achieve quality services in health and social care.
 Evaluation: In the last step of training and developing human resource department
evaluate employees' work performance and services supply skills which has to meet with
the aim of NHS. Evaluation is the best technique to know about the activity of NHS staff
during the time of serving good quality services or facilities.
Role and priorities of NHS management
NHS Human resource department play their effective role in training and developing
employees skills and knowledge more than now that help them to perform their job roles
according to responsibilities at workplace for health and social care (Diskienė, Stankevičienė,
and Jurgaitytė, 2017). Their priorities is to make an effective staff or team that has much
knowledge about healthcare services.
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Illustration 2: System Model Training

Internal and external factors influence on Training and development
Lack of focusing is the major factor that influence on development and training function
of HR department. Human resource department focus influence employees' training that affect
the entire working process of organization.
Recommendations
Human resource department need to improve their employee's work performance activity
by provide training and development function. This will help staff for improving their activities
and services quality in health and social care sectors.
Area 3: Talent Management
Talent management is a company's commitment to recruit, retain and hire talented
employees at available job position in organization. It is very useful term which describe
industry's allegiance to manage, hire and develop talented workers. Talent management is the
most essential function of Human resource department of organization (Oladapo, 2014). In relate
with the case study, National Health Service institutes need to develop their staff knowledge and
skills more and also developed their talent at every stage not only technical but aligned with all
leading services that based on organization culture and values frame work.
Talent Management model
Acquisition: Thus, to manage the talent of the employee's in NHS organization their
Human resource department need to hire talented people that help in the process of provide
health care services to user's.
Activation: HR department give information about their values and understand
candidates value. They get hire those employees that has much talent and experience about job
roles and responsibilities.
Revenue: Human resource department of National Health Service organization focus on
employee's hiring process and talent management activity by developing performance of staff.
Thus, after training worker develop their talent more than now that help to give their effective
performances. HR department take advantage of their talent and skills for increasing
organization financial budgets.
Referral: HR department improve or manage talent of employees that build reputation in
marketplace that attract more employee's to expand user's base.
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Retention: NHS give their best policies to workers' that decrease turnover and increase
employee's interest toward their job roles and work performances.
Role and priorities of NHS management
National Health Service organization HR department has to develop their employee's
talent more that help to give effective work performances in health and social care.
Internal and external factors influence on Talent Management
Poor pay policy of organization is an internal factor which impact on their work
performance and other activities of firm business.
On the other side pressure of competitive environment affect employee's growth and
talent that has to be managed by Human resource department of NHS.
Recommendations
Thus, to manage workers performance in NHS organization their human resource
department need to hire talented candidates that help to run business effectively. They need to
make new pay policies according to employee's performance that make their relationship
stronger.
CONCLUSION
In this report has been concluded that people management is very important function of
Human resource department that increase profitability and productivity. The present report will
explain about the functions of HR in organization for supply quality services in health and social
care. Furthermore, this study clarified such areas that help for managing entire activity of firm
and different management levels.
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REFERENCES
Book and Journals
Wehrmeyer, W., 2017. Greening people: Human resources and environmental management.
Routledge.
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook
of leadership and management development (pp. 143-158). Routledge.
Czaja, S.J. and Sharit, J., 2016. Designing training and instructional programs for older adults.
CRC Press.
Oladapo, V., 2014. The impact of talent management on retention. Journal of business studies
quarterly. 5(3). p.19.
Diskienė, D., Stankevičienė, A. and Jurgaitytė, N., 2017. Challenges for Human Resource
Department: the Case of Millennials in the Workplace. In ECMLG2017 13th European
Conference on Management, Leadership and Governance. pp. 67.
Online
Models of Training Employees. 2018.[ONLINE].Available
through:<http://www.yourarticlelibrary.com/training-employees/models-of-training-
employees-steps-transitional-and-instructional-system-development-model/29548>
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