Introduction to People Management Report: Leadership, Training, Talent

This report provides an in-depth analysis of people management within the National Health Service (NHS), focusing on key areas such as leadership and management, training and development, and talent management. The report examines how the NHS addresses challenges related to employee motivation, organizational culture, and talent acquisition. It explores the application of Maslow's Hierarchy of Needs and reinforcement theory to enhance employee performance and satisfaction. Furthermore, the report discusses the 5B's model of talent management and its role in attracting, developing, and retaining skilled employees, particularly in the context of the UK's nursing shortage. The report concludes with recommendations for improving people management practices within the NHS to achieve organizational goals and provide effective healthcare services.

Introduction to People
Management

EXECUTIVE SUMMARY
Managing people is the essence of organisational effectiveness as it enable the company
to identify or examine potentiality of individual in order to attain improve the overall
performance of company as well as optimising efficient use of talent to enhance productivity.
This report is about 'Introduction to People Management' and it covers the issues in maintaining
leadership and management, training and development, talent management. However, acquiring
right candidate for company's vacant position in order to achieve organisational goal effectively
and efficiently.

Table of Contents
EXECUTIVE SUMMARY ............................................................................................................2
INTRODUCTION ..........................................................................................................................2
P1 Leadership and Management ...............................................................................................2
P2 Training and Development ...................................................................................................4
P3 Talent Management ..............................................................................................................5
CONCLUSION ...............................................................................................................................6
RECOMMENDATION .................................................................................................................6
REFERNCES ..................................................................................................................................8
.........................................................................................................................................................8
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INTRODUCTION
People management is a subset of human resource management, which deals with
strategic, financial and policy issues as well as personnel management. In an organisation,
employees are considered as biggest asset as they contribute their best effort towards the
achievement of organisation goal in an effective manner (Bloom and et. al., 2014). This report is
based on NHS (National Health Service) which is one of the famous healthcare service and it is
commenced in the year of 1948. This report diagnose the issues faced by NHS in the areas of
leadership, training and development and in talent management.
TASK
P1 Leadership and Management
People management is regarded as one of the most important soft leadership skill as it
influence company's productivity. Along with this, effectively carry off group in a working
culture require powerful leadership ability, capability to act with contrary cultural people and
quality to keep fair and unbiased judgement. Management and leadership are essential for the
transfer of good heath services. Although the two are related in few respect, but they involve in
assorted types of outlook, attainment and activity (Bush, 2014). However, good managers strive
to be good leader on the other hand good leader need direction power to be impressive. In
context to National Health Service, England, is one of the largest independent provider of
healthcare services and deliver more than 70 healthcare centres throughout the UK. Developing
the right people with correct skills and accurate values is recognised as a key priority to enable
sustainable delivery of heath services. Furthermore, leadership is one of the most potent cause in
shaping NHS organisational culture. Assure the needful leadership behaviour, plan of action and
attribute are developed is important. In today's health care industry, there is a high demand of
innovative or advance technology for treatment which kept some pressure on NHS business
function and its working culture. Moreover, every employee seeks for motivation in order to put
their best effort towards the attainment of high productivity. Thus, in order to understand the
efficiency of motivation in leadership and management, Maslow hierarchy need theory enable an
organisation to maintain the customer satisfaction within working culture. In this theory, needs
form in hierarchy as one needs get fulfil they move to next higher level needs. Therefore, to
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enhance or improve the working condition NHS applied Maslow Hierarchy Need theory which is
described below:
Physiological needs: This need is the basic element of human body to survive i.e. food,
clothing, shelter. However, NHS should focus on satisfying basic requirement of every
employees that brings more encouragement towards work among them. Thus, they can offer or
increase employees salaries and bonuses also that they meet out their basic requirements which
builds strong working culture (Conley, 2017).
Safety needs: In this level, the needs for security and safety becomes primary among
subordinates. Some of them are financial security, heath and wellness, safety against accidents
and accidental injury, occupation security. However, being the healthcare service, NHS is
capable of providing effective heath services at the same time they can put their attention in
ensuring correct tools for job and generate an environment where employees comfortable even in
complex or challenging situation.
Social needs: This needs involves love, acceptance, belongings. At this level, the need for
emotional relationship drives human behaviour. However, in order to avert problems like
aloneness, psychological state, anxiousness NHS make their subordinates to feel loved and
recognized by other multitude as well as schedule weekly project team meetings and get the team
together to celebrate project milestone which enhance company's productivity and satisfaction
(Festing and Schäfer, 2014).
Esteem needs: When the need at the inferior three levels have been satisfied, the need for
appreciation, respect and self esteem get to play a more salient role in motivation behaviour. At
this point, it becomes more and more important to gain respect and apprehension to others.
Therefore, NHS can recognise their team members for excellent contribution to project and
ensure their importance towards the project.
Self actualisation need: This is the very peak of Maslow hierarchy as in this people desire
for personal growth in order to reach their full potential. However, NHS take into account each
team members professional goals during assigning task and empower them so tat they can
develop and grow. By this, company can enhance their brands image and can add value to
employees as well as subordinates.
Therefore, Maslow hierarchy theory enable the NHS to improve their overall
performance and help them to build healthy relationship between employer and employee.
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P2 Training and Development
It is an essential component of human resource management function. Training cite to
organized set up where worker are instructed and taught matters of skilfulness cognition related
to their line of work. It focus on precept subordinate how to apply specific machines or how to
do peculiar chore to increase ratio (Four Major Theories of Training and Development, 2019).
While development signifies the overall holistic and educational growth and maturity of people
in managerial positions. The process of development is in relation to insights, attitudes,
adaptability, leadership and human relations. However, in healthcare sector they require talented
and experienced staff in order to reduce the error or duplication of work (Gandhi, 2014). It has
been noted that due to GP(general practice) pressure, NHS's patient have to wait for longer time
to get appointment with doctor which impact business profitability as well as brand value (GP
pressure: Numbers show first sustained drop for 50 years, 2019). However, for maintaining the
healthy relationship with customers, NHS hire some expert doctors or provide training and
development tool for existing staff in order to decrease the conflicts and improve patients morale
by getting proper treatment whenever they requires. Therefore , for enhancing the performance
of employees NHS implied theory of reinforcement i.e. it is the activity of constructive
behaviour by dominant the consequences of demeanour. Furthermore, this theory is a
aggregation of rewards and penalty which is used to fortify craved behaviour or extinguish
eradicable action. The explanation of theory of reinforcement that is applied by NHS are as
follows:
Positive reinforcement: This implies giving a positive response to an individual on their
positive and required behaviour towards employer and to co workers. The recognition of
behaviour can be done in monetary and non monetary aspect in order to improve the morale of
employees. However, NHS can recognise and apprise the effort of subordinates by providing
incentive, bonus and memento, appreciation certificates and more which help them to encourage
employees towards the completion of task and can increase productivity by reducing absenteeism
and workplace accidents.
Negative reinforcement: This component signifies rewarding an employee by removing
negative or undesirable consequences. It strengthens the response as it removes some painful
stimulus and allow an organisation to avoid it (Kanfer, Frese and Johnson, 2017). For e.g. if an
employees denies to work or participate in project, during that situation company manager take
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corrective course of action in order to make them understand regarding firm's working culture
and their code of conduct. However, in order to generate systematic and impressive working
environment, NHS recognise the under performance and poor performance subordinates and
allow them to implement effective decisions in order to maintain their code of conduct and
principles. By this, NHS can attain high productivity and can add value to their brand image.
Extinction: This strategy implies when employees are neither praised or reprimanded for
their work product, behaviour or team interaction. For e.g. if an subordinate is not receive any
kind of praising or admiration for their contribution, in that situation they may feel that their
effort is resulting into nil achievement. However, extinction may intentionally lower desirable
behaviour. However, for generating less stress workplace NHS does not pressurise its staff
regarding deadline or mistakes in project which help employees to work freely and enable them
to analyse their potentiality in order to accomplish high productivity. Along with this, it reduces
turnover rate and enrich company's proficiency or efficiency.
Punishment: It defines applying undesirable consequences for showing unwanted
behaviour in order to achieve business goals or objective in an effective manner (Liao and Ai Lin
Teo, 2018). Hence, for developing well define organisation structure, NHS takes fair and
appropriate course of action in order to build systematic working culture that reduces the
conflicts and ambiguity among employees regarding organisational goal.
The above discusses theory, it help NHS to enhance their productivity and also to provide
effective service to patient i.e. based on their requirements, so that there should be no chances of
arising any kind of negative attitude in customers towards NHS.
P3 Talent Management
It implies appreciate a person's inbuilt skills, traits, attribute and place them in
appropriate place. Every respective has unique gift which proceeding a specific job profile and
any other position cause discomfort or grievances (Smederevac and et. al., 2014). Hence, it is
the activity of processing and integration new workers, developing and retaining existing
employees and attracting highly skill or experienced personnel for an organisation. In present
scenario of health care industry, there is a high requirement of skilled and talented workforce for
attaining higher level of productivity and profitability among competitors. However, according
to the research it has been found that due to Brexit, UK is facing a nursing shortage which
directly impacting their business operation and productivity. Along with this, British hospitals
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required nurses from non – European Union countries like India , Philippines and their English
should be impressive and proficiency (Brexit will worsen UK's nursing shortage, and language
tests are thwarting the solution, 2019). Along with this, NHS is facing another issue i.e. Filipino
nurses can fill the gap but they have to pass through IELTS exam which is one of the biggest
challenge for them. Therefore, NHS should take proper training English classes in order to
improve language in effective an efficient way. Moreover, in order to create productive working
environment, NHS should have highly knowledgeable and expertise staff so that it can provide
enormous opportunity for the enrichment of nurses and enhance the market share. Thus, NHS
applies 5B's model of talent management in order to increase the employee satisfaction and
profitability are as follows:
Buy: This component relate with hiring a new talent from outside of organisation in order
to improves business performance. However, NHS acquire experienced and skilled personnel by
identifying, attracting and securing the best talent from external market at the same time enrich
internal development system in order to accomplish their goal effectively.
Build: It states developing talent within the organisation which encourage each
employees to contribute their best effort towards business task (Madani and Hooshyar, 2014).
Hence, NHS strengthen the internal talent development system ad secure the investment for
training and development resources.
Borrow: It defines obtaining outside talent through consulting, outsourcing or contingent
labour to access skills and ideas. Therefore, NHS develops trusted network of patterns and
conduct an assessment of required skills instead of housed internally which allow them to
creating strong bonding can share their official information to employees freely without any risk
of outsiders.
Bind: In this element, it retains critical employees that enable the company to identify or
analyse the potentiality of an individual and help them in taking fair and effective decision. Thus,
for maintaining probability NHS examines the roles which is critical in nature as well as analyse
the skill of employees which help them to gain competitive advantage (Robertson, Adamson and
Damnet, 2015).
Bounce: It signifies that removing bottom performer, eliminating unproductive roles and
re- skill employees with old skill set. Hence, NHS can provide enormous business opportunity to
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employees so that they can enrich their hidden skill and help them to come out of their comfort
zone which create flexibility among employees and improves profitability.
From the above mentioned model, it enable NHS to recruit skilled workforce which
removes the severe nurses gap in UK as well as improves the language issues so that every
individual can get enough platform to grow and prove their potentiality for the achievement of
organisational gaol.
CONCLUSION
From the above explained report it has been concluded that people management plays a
crucial role in an organisation as it build effective and strong relationship between employer and
employee. Along with this, employees with high level of engagement in the workplace are more
likely to contribute to a company's success and growth. Moreover, an productive leadership and
management, training and development and talent management build positive or efficient
working environment that helps them in stable growth of an organisation. Furthermore, they can
identify the potentiality of employees which enhance overall performance of company.
RECOMMENDATION
The above stated report, it has been recommended that for accomplishing higher level of
proficiency an organisation examine or determine the capability of employees in order to obtain
profit maximisation. Moreover, National Health Service should be very attentive while
implementing the decision making without harming the morale of subordinate which directly
impact the productivity of firm. Training and development program should be done on a proper
way as it influence the employees learning skills and capability as well as firm identify the skills
of an individual and take corrective course of action in order to enrich their performance
effectively. Furthermore, an organisation should adapt productive and impressive leadership in
order to add value to employees and enhance the brand image among competitors.
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REFERNCES
Books and journals
Online
Four Major Theories of Training and Development, 2019 [Online]. Available
through;<https://www.mbaknol.com/human-resource-management/four-major-theories-of-
training-and-development/>
Brexit will worsen UK's nursing shortage, and language tests are thwarting the solution, 2019
[Online]. Available through; <https://mobile.abc.net.au/news/2019-04-09/brexit-will-worsen-uk-
nursing-shortage-and-solution-is-stymied/10982816>
GP pressure: Numbers show first sustained drop for 50 years, 2019 [Online]. Availabel through;
<https://www.bbc.com/news/health-48191438#>
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