Comprehensive Report on Resource Management: NHS Recruitment

This report provides an overview of resource management within the National Health Service (NHS), a UK-based healthcare organization. It details the NHS's recruitment and selection processes, highlighting both internal and external recruitment strategies. The report also explores the NHS's performance management system, which includes planning, coaching, reviewing, and action stages, aimed at improving employee performance and fostering career development. Key aspects such as job descriptions, aptitude tests, group discussions, and personal interviews in the selection process are discussed, alongside the benefits and working conditions provided to NHS employees. The analysis emphasizes the NHS's commitment to developing a skilled and motivated workforce through effective resource management practices.

RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
References........................................................................................................................................6
CONCLUSION................................................................................................................................7

INTRODUCTION
Resource Management is the procedure by which companies manage their different
resources within timeframe prominently. It evolves in planning in order to pick right resource for
the right tasks. Management also involves in pre-planning, scheduling and allocating number of
resources of the business to increase efficiency. In this leaflet will key highlights about the
company i.e. NHS. It is a healthcare and social care company.
Background of NHS
It is a UK-based healthcare and social care
company that is offers it’s services to the
people across UK. NHS is the umbrella term
for the publicly-funded healthcare system.
There are four system of NHS i.e. NHS
England, NHS Scotland, NHS Wales and
Health and Social Care in Northern Ireland.
They were founded in 1948 as one of the
social reforms (Ravalier, McVicar and
Boichat, 2020). It offers wide variety care
services to the people across UK with the
support of their different healthcare systems.
 The salary structure of the NHS is
varied accordingly designated posts.
Salaries at NHS range from an
average of ₤17,523 to ₤51,104 a year.
 In addition, company provides
various benefits to the NHS i.e.
annual leave, pay enhancement,
personal and development & career
progression, sick leave, maternity
Recruitment and
selection process of
HR at NHS
HR perform various roles in the company
before recruiting any new candidate for the
particular designated posts. For example, they
priorly identify needs of staff in the company
based on this takes decision of advertisement.
However, it is a responsibility of manager to
review the service requirements, skills and
competencies that requires for the role against
business plan, budget and departments.
Recruitment process
Initially, HR managers at NHS outlines job
description in which highlights key skills,
responsibilities, qualification etc. in the person
for the particular job post. This job description
act as requirement of the company that it
expect in the new candidates and selects them
accordingly. However, HR uses both type

leave, parental leave, paternity leave,
NHS pension etc. these type benefits
are not offered by any other
healthcare companies. In other word
company provides 35 days a year for
first five years, 37 days a year after 5
years’ service, 41 days a year after 10
years’ service (Dalingwater, 2019).
 It also supports those people who
are studying but want job for
financial issues such as it provides
part-time job facility, study leave,
study budget, study session, doctors
in training session and NHS
discounts etc.
 The working hours of the NHS
employees for the week is 37.5 hours
and company pay extra for the
additional working hours.
 Working condition of NHS is quite
good for the staff such as there has
good sitting arrangement, air
conditioning room, allows to
communicate with other staff
recruitment process i.e. internal and external.
 Internal recruitment
Internal recruitment process allows manager to
recruit employees for the selection process in
the company’s workforce. It is a traditional
recruitment process that apply by HR at NHS
for the several specific posts. This process
helps HR to stay motivated company’s staff
and encourages them to give best performance
in the workplace.
 External ressentiment
This recruitment process also followed by HR
at NHS that allows external talent to apply for
the designated posts. It also good option that
follows by HR whenever company needs new
talent.
Selection process
When HR recruits’ particular
candidates for the specify posts then they
follow selection process. There are three
process of selection that mentions below in
following manner:
 Aptitude Test: HR selects candidates

regrading allocated tasks, workplace
safety, belonging safety, Coffee and
water facilities etc (McGuire and
et.al., 2016). These all facilities are
offered by company for the
employees who are giving their
service to the company in the
workplace.
 Performance Management is quite
good in NHS that helps employees or
new applicants to improve their weak
areas and enables them to gain
benefits of reward and promotion
strategies. HR at NHS often use
performance management system in
their practices to perform different
operations i.e. goal setting,
performance review and performance
improvement process. NHS majorly
focuses on making individuals
career-oriented at the workplace so it
often conducts training session for
the staff. It is a good opportunity for
the new applicants to work in
professional working environment
and learns such skills while working
in the workplace that ultimately
improves their formal professional
identity.
for the further process accordingly
scores of aptitude test.
 Group Discussion: This process is used
to identity facial expression and
confidence of the applicants in the
group then selects them for final
process.
 Personal Interview: It is last stage of
selection wherein upper management
and HR selects employees accordingly
answering of candidates in interview
(Trust, 2018).
These three processes of selection are followed
by HR at NHS to select right talent for the
designated posts.

Performance
management process
It is a communication process by
which HR managers and staff work together
on the common plan, supervise and review
individual employee’s work goals and proper
contribution towards company’s goal
(Sanfey and Ahluwalia, 2016). There are
three process of performance management
i.e. continues process of planning, coaching,
reviewing employee’s performance and
action plan.
Planning stage
It is primary stage of performance
management whereas managers and HR
itself defines the job involves clear SMART
objectives, develops clear metrics etc. In this
stage, managers also take feedbacks from the
other departments about each employee
performance and sets goal accordingly
company’s needs.
Coaching stage
References
 Ravalier, J.M., McVicar, A. and
Boichat, C., 2020. Work Stress in NHS
Employees: A Mixed-Methods
Study. International Journal of
Environmental Research and Public

It is another parameter of the
performance management wherein HR
conducts meeting on time, daily basis to
gather feedbacks from the staff about the
coaching. Based on the feedback, they
provide necessary training, coaching and
solutions to the staff which why individual
unable to perform their job prominently.
Reviewing stage
In this stage, HR managers takes
reviews from their supervisors and
customers about employees’ performance to
measure impacts of training session over
their working performance and determines
their issues which they are still facing
(Farchi and Salge, 2017). They ensure goals
completion their review process.
Action stage
This stage evolves in the reward and
recognition that offer by the performance
management to the certain employees who
perform well during overall stage of
performance management. Thus, HR
improves individual’s performance at NHS
effectively.
Health, 17(18), p.6464.
 Dalingwater, L., 2019. Interview with
an NHS speciality registrar. Revue
Française de Civilisation Britannique.
French Journal of British
Studies, 24(XXIV-3).
 McGuire, C and et.al., 2016.
Improving the quality of the NHS
workforce through values and
competency-based selection. Nursing
Management, 23(4), pp.26-33.
 Trust, H.Q., 2018. Recruitment and
Selection Policy Date Approved: Ist
July 2010 JSPF. Policy.
 Sanfey, J. and Ahluwalia, S., 2016. Re-
awakening professional identity: the
path to a self-correcting NHS.
 Farchi, T. and Salge, T.O., 2017.
Shaping innovation in health care: A
content analysis of innovation policies
in the English NHS, 1948–2015. Social
Science & Medicine, 192, pp.143-151.
CONCLUSION
This report has been summarized about background of the NHS. It has concluded
recruitment and selection process and performance management process that followed by NHS.