Introduction to People Management: National Health Service Report

This report provides an in-depth analysis of people management within the National Health Service (NHS). It explores key models in leadership, talent management, and training and development, applying them to the NHS context. The report examines the roles and priorities of HR functions in supporting management, including workforce planning and human resource development. Furthermore, it investigates the internal and external influences on these areas, such as leadership styles, talent management strategies, and training initiatives. The report concludes with recommendations for improving people management practices within the NHS, including the implementation of the management grid model and the selection of the right candidates. The analysis covers the impact of socio-cultural factors, demographics, and legal compliances on organizational performance. The report also emphasizes the importance of creating a positive work environment and effective training programs to enhance employee performance and achieve organizational goals.

Introduction to People Management INDIVIDUAL
RESEARCH PORTFOLIO

Table of Contents
INTRODUCTION...............................................................................................................................3
MAIN BODY........................................................................................................................................3
TASK 1.................................................................................................................................................3
Key models within 3 areas and its applications to the current situation of National Health
Service.......................................................................................................................................3
TASK 2.................................................................................................................................................5
NATIONAL HEATH SERVICES and its Roles and priorities of HR functions for
supporting management..........................................................................................................5
TASK 3.................................................................................................................................................6
Different internal and external influences of specific areas........................................................6
Recommendations...................................................................................................................7
CONCLUSION...................................................................................................................................8
REFERENCES...................................................................................................................................9

INTRODUCTION
Individuals or people plays an crucial role in performing the operations and functions of
organisation. In the present scenario, employee's are one of the most important asset for that
leads the company to gain top position in market by encouraging and motivating individuals to
perform their work in appropriate manner. The main motive to monitor constant employee's efforts
is to understand businesses performance and to leads organisational performance towards
achievement of organisational goals and objectives. This report is written from the perspective of
National health service which is a public organisation of UK. In the present scenario, organisation
is facing various issue that directly impact on offering of National Health Service services
(Alagaraja, Cumberland and Choi, 2015). Moreover, this report highlights on theoretical methods of
three different areas and their application in National Health Service scenario. Priorities and roles
of National Health Service management and HR function will also be included in upcoming report.
In the last, internal and external influences on the selected areas will also consider in upcoming
report.
MAIN BODY
TASK 1
Key models within 3 areas and its applications to the current situation of National Health
Service.
In the exiting report, three different area are considered in the context of National health
services which are faced by organisation in present scenario. Talent management, training and
development and leadership are some models that work as key area for managing individuals or
people. Along with this, the implement of model also helps National Health Service to manage
people in appropriate and effective manner.
Leadership and management:
Leaders and managers both are the important part for human resource department in a
private and public organisation. This improves work performance of National Health Service to
manage and complete all task in organised manner. But they are different from each other and
perform different roles and responsibilities. Like, Leader refers to set new direction among the
employee's or people. Whereas, managers leads public organisation to perform their operations in
organised manner. In the context of National Health Service, the main aim to implement leadership
and management is to develop positive relations with customers, employee's, suppliers and other
stakeholders of organisation (Blendon and Altman, 2018). Moreover, people who are engage in
organisational operations are main target of organisation to enhance overall functional as well as
operational performance.
Grid managerial model of management and leadership
Grid model was introduced in the year 1964 by Robert Blake and Jane Mouton as the

leadership style of management. Basically, the leadership dimensions is concerned about the task
that are performed by National Health Service. This determines that it is mandatory to monitor
regular performance of people and productions activities as they both are directly related with
other. National Health Service utilise management grid model to demonstrate their concern about
people and production activities (Brewster and Söderström, 2017). Example- national health
service analyse the model to understand and monitor those areas which are required to improve
and manage people according to their resources and people.
Talent management
Talent management refers to the skills and capabilities that are hold by human resources of
an organisation (DeCenzo, Robbins and Verhulst, 2016). National Health Service is more concern
about their roles and responsibilities that are delegate by management to people. It determines
that all employee's will gain their job area according to their skills with the help of recruiting
programs easily. This results that both people and management perform their work in coordinated
way due to which people needs are fulfilled and organisational goals are also achieved in proper
manner.
Self interest theory
The main aim of talent management theory is to focus on the requirement and needs of
individuals. According to the several human theories specifically self interest theory it is analysed
that most of the individuals are motivated due to self interest that improves personal skills and
capabilities of a person. National Health Service motivated employee's by understanding
individuals behaviour and also by focusing on their needs that leads management to encourage
employee's for performing their effectively (Liao and Ai Lin Teo, 2018). Its results the employee's
retention rate will be improved for National Health Service that leads organisation to gain several
opportunities and in market. Further, right employee's also complete all task and projects in proper
manner.
Training and development:
This is mandatory for all the organisation whether private or public to generate more
motivation among people in order to contribute better efforts among organisational operations. It
results this is easy for employee's to perform their work according to objectives and goals of
company. National health service introduced new methods and techniques to deal with health
problems. Therefore, with the better leadership and management style it is easy for organisation to
trained people for working them as per new ways, method and techniques.
Transitional model
Transitional model relates with vision, value, mission and objectives of organisation that is
used by management to perform their work according to their goals in order to achieve more
success in market. Moreover, with implement of proper transitional model effective training and
development will be introduced such as better changes in technology. The existing mission of the
National health service defines to offer better health services to public with the implement of new

technological tools.
TASK 2
NATIONAL HEATH SERVICES and its Roles and priorities of HR functions for supporting
management
Most of the existing organisation are performing their work at global level. So employee's
from different backgrounds are engage in organisational work that follow different culture, value
and beliefs. Moreover, UK is open for all so various residents are performing their operations in UK
this determines it is mandatory for National Health Service to provide and offer better health
services to employee's (Malik and Rowley, 2015). This results with the better care of patient it is
easy for National Health Service to improve their goodwill in public sector organisation. Along with
this management also plays an important role in hiring better staff and to facilitate better training for
achieving long term results.
Roles and priorities of National Health Service management
(Source: Roles and priorities of NHS Management, UK)
There are various roles are performed by management of National Health Service such as
clinic managers to perform different roles and health care facility that leads to gain better results.
Some roles as well as priorities of National Health Service are as follow:
Staff management- Clinic management of National health services perform their work in
effective manner that is used to manage and support existing employee's that are working at
organisational workplace to measure employee performance for facilitating and providing better
review to solve conflicts and strategic management of individual (Masri and Jaaron, 2017).
Clinical role- management of National Health Service plays clinical role by providing more
priorities to those patient which are suffering from diseases in order to treat employee's to provide
better range of services.
Development of plans and system- In the context of clinic manager that are working in

National Health Service are liable to manage operations for providing better service provider that is
used to accomplish better objectives and productivity in organisation.
HR functions for supporting management:
Management of National Health Service perform an essential role in the organisation that is
used for proper understanding relates with functions and operations of management which leads to
gain sustainable growth in organisation. Some function that support HR functions are as follow: Workforce planning and employment- This is related with basic functions of HR that is
performed by manager of National Health Service to complete their operations in effective
manner. Further, it also people to complete their work as per organisation requirements and
skills or knowledge of candidates.
 Human resource development- Human resources managers of National Health Service
utilise their function for performing their work with appropriate training and development
session with the purpose of enhancing employee's skills and knowledge to get productive
results by using existing resources of organisation (Mehralian and et. al., 2016).
TASK 3
Different internal and external influences of specific areas.
Their are several factors are present in organisation that internally or externally impacts on
management of company, training and development etc. In the context of National Health Service
some aspect are mention as below:
Key areas Internal External
Leadership
and
management
Human resources is the internal
aspect for organisation which is highly
influenced by leadership and
management. Employee's who are
engage in public organisation will not
easily accept challenges. This directly
impact on profitability and productivity
of management. But it is easy for
management to control their
operations because they are internally
managed (Wehrmeyer, 2017).
The external aspect are present
outside the organisation due the
performance and productivity of
organisation is directly impacted.
Like, socio-cultural factors that highly
influenced on performance of
organisation functions. It determines
that it is also essential for
management to manage and require
those actions that influence on
communication and their
performance.
Talent
management
In context of talent management,
Working environment that is followed
by organisation relates with internal
On the bases of external factors,
demographics aspect of employee's
which is used to complete the work as

department of organisation. This
determines that with the positive
environment it is easy for organisation
to perform their work with more
productivity. It also determines to
perform their work in effective manner.
So it is easy to enhance their work
performance in effective manner. On
the other side, National Health Service
is also more focused to complete their
work by developing positive
environment in organisation.
per talent management to complete
work as per National Health Service.
Recruitment is done to perform their
work on recruitment basis. In the
context of compensation and its
package which are offered to manage
skilled for achieving desired results as
well as to perform work in positive
manner (Pinzone and et. al., 2016).
Training and
development
This includes motivation and
perception and the learning factors
that provide support to top level
management. Along with this it also
helps employee's to perform their with
optimum uses of resources. This also
results it is easy for organisation to
perform the work on National Health
Service basis (Smolowitz and et. al.,
2015). Further, with better support on
top level management it is easy to
perform work on the basis of
successful training programs.
This relates with outsiders to perform
the work as per new ideas, place and
work areas. It governs that it is
mandatory for management ot
perform all work as per legal laws and
compliances. This is also used by
management to influence employee's
on company areas. Along with this
National Health Service perform their
work as per company strategies and
practices. Benchmark is one of the
effective tool which is used to
complete work as per quality
standard.
Recommendations
In the last, by monitoring the employee's and people management there are various
recommendations are monitored that is related with services of National Health Service which is
used to complete the work with high sustainability. This is also seen that National Health Service
must implement better sustainability ideas in their work performance. Along with this organisation
also make new resolutions to resolve employee's issue and conflicts in order to retain employee's
for longer period. Recommendations for all areas are mention as below: Leadership and management- It is mandatory for the manager of National health to
implement management grid model because it is directly related with leadership and
management. Its results this is easy for organisation to perform their work effectively in
different situation.

 Talent management- With the selection of right candidates as per skills and capabilities it
is easy for management to complete their work as per desired skills that leads employee's
to gain better positions to gain competitive positions in market.
 Training and development- National Health Service is a public organisation that is
performing their work in health sector. The main motive of them is to perform work as per
skill and knowledge. The main motive of it is to gain more opportunities on personal as well
as professional basis to complete work as per individual and organisational basis.
CONCLUSION
From the above report it is concluded that people and individual are essential part for
organisation that leads management to complete their work in complex situations. Further, in order
to complete the work appropriately managers are more focused towards training, hiring and
selecting best candidate for business operations. Different theories and models are also developed
to improve areas such as talent management, training and development etc. In the last, internal
and external influence for different areas on organisation productivity and management is
considered on positive and negative basis.

REFERENCES
Books and Journals
Alagaraja, M., Cumberland, D.M. and Choi, N., 2015. The mediating role of leadership and people
management practices on HRD and organizational performance. Human Resource
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Blendon, R.J. and Altman, D.E., 2018. Tublic At-titudes About Health Care Costs: A Lesson in
National Schizophrenia,". New England Journal.
Brewster, C. and Söderström, M., 2017. Human resources and line management 1. In Policy and
practice in European human resource management (pp. 51-67). Routledge.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Liao, L. and Ai Lin Teo, E., 2018. Organizational change perspective on people management in
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Malik, A. and Rowley, C. eds., 2015. Business models and people management in the Indian IT
industry: From people to profits. Routledge.
Masri, H.A. and Jaaron, A.A., 2017. Assessing green human resources management practices in
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pp.474-489.
Mehralian, G. and et. al., 2016. TOPSIS approach to prioritize critical success factors of TQM. The
TQM Journal.
Pinzone, M. and et. al., 2016. Progressing in the change journey towards sustainability in
healthcare: the role of ‘Green’HRM. Journal of Cleaner Production .122. pp.201-211.
Smolowitz, J. and et. al., 2015. Role of the registered nurse in primary health care: meeting health
care needs in the 21st century. Nursing Outlook .63(2). pp.130-136.
Wehrmeyer, W., 2017. Greening people: Human resources and environmental management.
Routledge.