Analyzing Workforce Management Issues and Strategies in NHS

This report analyzes workforce management issues within the UK's National Health Service (NHS). It begins with an introduction outlining the aims and objectives, which include understanding workforce management concepts, identifying issues, and formulating effective strategies. The rationale ...Read More

Research
methods in
social science
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Abstract
With the changing external environment there are many internal issues that are arsing in the
health and social care sector that is affecting the present functioning level. Present report is based
on analysing the basic concept of workforce management in health and social sector and issues
arising in the course of workforce management in NHS. It is going to formulate suitable
strategies to deal with such issues to have effectiveness in the process of workforce management
in NHS.
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Table of Contents
Abstract............................................................................................................................................2
Introduction......................................................................................................................................4
Aims and objectives.........................................................................................................................4
Rationale for research......................................................................................................................4
Literature review..............................................................................................................................4
Methods and methodologies............................................................................................................6
Ethical issues....................................................................................................................................8
Expected Results/Findings...............................................................................................................8
REFERENCES................................................................................................................................9
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Introduction
The changing external environment has lead to many issues that are arsing because of staff
shortages or no presence of qualified personnel in organisations. In case of health sector this
issues is of crucial importance because it is associated with the overall benefit of people and
society in long run. Present report is based on making a detailed evaluation of the way different
issue that are part of the health care sector can poses its impact on overall functioning and the
way different strategies for workforce management can assist in dealing with such workforce
management issues that are arising in the health and social care sector.
Aims and objectives
Aims: “To analyse the various workforce management issues arising in health and social
sector UK”. A study on NHS.
Objectives:
 To understand the basic concept of workforce management in health and social sector
 To identify various issues arising in the course of workforce management in NHS.
 To formulate suitable strategies for effective workforce management in NHS.
Questions:
 What do you understand by the basic concept of workforce management in health and
social sector?
 What are various issues various issues arising in the course of workforce management in
NHS?
 What are some of the suitable strategies for effective workforce management in NHS?
Rationale for research
The present research work is based on analysing various human resource management issues that
are arsing in case of health and social care sector. The researching skills are going to assist in the
process of analysing such issues and reaching to relevant conclusions. Apart from this research
will facilitate in enhancing the analysis and interpersonal skills that is going to lead towards
future professional development of researcher.
Literature review
The basic concept of workforce management in health and social sector
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As per the health foundation (2019), the number of employees who are employed in NHS in
England has grown at just held the rate since 2000s. NHS has also reported a workforce shortage
of around 100,000 staff to manage their various functions these issues are arising and is a matter
of concern in long rum. Workforce shortages are staffing it at 122,000 with a quarter of staff that
is on zero hour’s contract. National health serves can have the shortages to grow up to 200,000
by the upcoming year 2023 and 2024. There have been many projections that there is
requirement of proper concerted policy actions and further dedicated investments to deal with the
shortage of workforce hat can extend up to 200,000 by the year 023/2024. Nursing remains a key
area of shortage. Apart from this there has been growth of number of nurses that has grown by
just one third rate of both clinical support staff and doctors on the time period of past five years.
Another significant barrier hat is cost of living can affect the National health services. In year
2015 there has been 5000 additional GPs by year 2020. The overall number of qualified
permanent GPs has also fallen. As a result the total number of parameters per GP continues to
grow from 2,120 to 2,180 in last year/ another major consequence is the failure of having a
trained or retaining of competent staff there is high amount of reliant on international
recruitment.
Identify various issues arising in the course of workforce management in NHS
As per Calzavara and .et.al, (2020), there were 5000 nurses that have sources from abroad a year
that have to be recruited till the year 2023/24 to deal with the shortages. In year 2017/18 as per
the availability of data there are 1600 nurses who have joined English NHS trusts. Many
overseas nurses that are registered in UK and are potentially available to work in national health
services. The social care sector is employing a quarter of million people beyond UK (Albertson
and Fox, 2018). There are some areas of countries that are reliant. 40 percent of social care staff
in London is from overseas locations. Another issue is related with the terms and conditions of
pay for the staff that is as a major employer typically NHS is offering better pay, conditions,
terms and career progression than social care can afford. NHS is dealing with funding as major
issues as UK health spending has grown by 1.6 percent in year 2023 over a time period of last
four years it is less than half of the historical average growth rate (Swart, 2017). As compared to
other similar countries the daily spending on health is average but the capital investment is
notably low. In England the strategy for national health services is sometimes underpinned by
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the funding settlement up to 2023/4. Another challenge is in the adult soecal care. In this any
increasing staff members are unable to access the social care & many acre providers are at risk of
collapse. Funding has not kept pace with the demand that is falling in real terms is most for this
decade (Sing and et.al., 2018). There is also need to focus on restoring of access to 2010/11 of
services. There is requirement for enhancing the present level of investment for establishing of
the social care workforce that may require a enhancement of 12.2 billion pounds as compared to
estimates of funding that is available in 20223/24 for the councils to spend on social care. Apart
from this there are several challenges that are arsing the variation of composition, distribution
and size of health care worker force that is of high concern. Such as there are number of health
workers that are present in a country and are a key indicator of the capacity of country to provide
interventions and delivery. The migration of health care workers is also a issue that may arise in
case of global health care systems.
Suitable strategies for effective workforce management in NHS
As per view points of Stefane M Kabene (2021), Human resource in pertaining to health care is
defined as the requirement of various non clinical and clinical staff that is responsible for
individual health intervention and for public. It is most important of health system inputs.
Benefits the system can deliver and the overall performance level of employees the present
knowledge and skill level of employees also is related with the various services that are delivered
by the staff that is part of health and social care sector (Hammondand and et.al., 2019). It is
important that human capital is managed and handled sometimes in a different manner as
compared to physical capital, the relationship between health care and human resource is
complex and there is requirement for study and examination at this stage. In the public funded
systems the expenditures in areas of workforce management are very significant to be properly
managed to develop an appropriate workforce of supply and ability of practioners to practise
efficiently and effectively. A fractionise without having adequate tools may feel inefficiency in
managing all the aspects of staff management. There is need of effective human resource
management system that has to be developed in order to develop a appropriate balance between
the ability of practioners to practise effectively and efficiently. Apart from this if a practioner
lack adequate tool than it may affect the quality of performance and overall functioning of
national health services.
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Methods and methodologies
Research philosophy
It is regarded as the set of principles that divided in two major types that is positivism and
interpretivism,. Positivism assumes that knowledge is independent of the subject that is studies.
Inetrpretivims is based on individual observations on perception and understanding of the
relation.
Research approach: It is the selection of appropriate research approach that is development of
hypothesis based on specific research work. In the deductive approach there is a specific
hypothesis development that is based on the literature review that is observed by the researcher.
In inductive approach it starts with creation of a new theory (Armstrong, 2019). In present
research report there is use of deductive approach because there will be development of literature
review based on various existing theories that have been observed by the researcher.
Research strategy: in this student is expected to study the strategy. There are different types of
research strategies that include experimental research, action research, surveys, interviews,
systematic literature review and case study research method. All these strategies are based on the
information and data that is required for the purpose and basis of the research work (Allsop,
2018). In present research report there will be use of two major strategies that includes survey
strategy and systematic literature review as a basis of collecting information and further review
to reach relevant conclusions.
Systematic literature review is based on using secondary sources of information apart from this
in the survey strategy there will be collection of first hand information directly from the targt
segment of respondents’ who are employees presently working in national health services. This
method is going to assist in the process of collecting relevant information directly from the
respondents.
Research methods: there are different types of research methods that can be selected by the
researcher it includes mono method, multi method or mixed method. In present researcher the
investigator will be use the mixed method in which there is both qualitative and quantitative
methods (Al-KurdiEl-Haddadeh and Eldabi, 2020). In qualitative methods there is development
of systematic literature review by analysing the existing online sources of information. Apart
from this in quantitative method there will be development of questionnaire that is to analyse the
information by collecting it through use of questionnaire.
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Tine horizon: It is regarded as the specified time frame that has to be allotted to carry our each
activity of the research as per specific research requirements. In this there will be us of Gantt
chart in order to ensure that each task is completed in specified time duration as per various
activities that are to be performed.
Data collection and analysis: It is the final layer of research onion in which there is analysis of
the procedures and techniques that are to be used for analysing the collected information. There
are two methods of collecting information that includes primary method in which there is first
hand information which is collected (Von Schomberg and Hankins, 2019). On the other in case
of secondary sources of information there is no first hand information but the information is
taken from already existing sources.
In present research work there is use of both primary and secondary sources of information to
reach towards relevant conclusions.
For the purpose of data analysis there will be use of graphical representation and thematic
analysis as techniques to analyse the collected information.
Ethical issues
There are several ethical issues that have to be taken into consideration in the course of research
work, it includes ensuring that all the respondents are made proper disclosures and consent is
taken from them while proceeding with the research work (Lin, Hoand Shen, 2017).. Apart from
this in case of collecting information from secondary sources it has to be ensured that the
information is from reliable and authentic sources only.
Expected Results/Findings
The main findings of the report will be based on analysing the different strategies that can be
formulated by the national health services in order to deal with the workforce management issues
that are arsing in their organisation. Apart from this it will form basis for future research work
that will be taking place in the area to analyse the staff management issues in health and social
care sector and the way it is affected by the factors that are part of external environment.
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REFERENCES
Books & Journal
Albertson, K. and Fox, C., 2018. Payment by results and social impact bonds: Outcome-based
payment systems in the UK and US. Policy Press.
Al-Kurdi, O.F., El-Haddadeh, R. and Eldabi, T., 2020. The role of organisational climate in
managing knowledge sharing among academics in higher education. International Journal
of Information Management, 50, pp.217-227.
Allsop, J., 2018. Health policy and the NHS: towards 2000. Routledge.
Armstrong, D., 2019. Addressing the wicked problem of behaviour in schools. International
Journal of Inclusive Education, pp.1-17.
Hammondand and et.al., 2019. Autonomy, accountability, and ambiguity in arm’s-length meta-
governance: the case of NHS England. Public Management Review, 21(8), pp.1148-1169.
Lin, X., Ho, C.M. and Shen, G.Q., 2017. Who should take the responsibility? Stakeholders'
power over social responsibility issues in construction projects. Journal of Cleaner
Production, 154, pp.318-329.
Sing and et.al., 2018. A review of the effects of forest management intensity on ecosystem
services for northern European temperate forests with a focus on the UK. Forestry: An
International Journal of Forest Research, 91(2), pp.151-164.
Von Schomberg, R. and Hankins, J. eds., 2019. International handbook on responsible
innovation: A global resource. Edward Elgar Publishing.
Online
Top line facts on the big issues in health and social care, 2019 [online], Available through<
https://www.health.org.uk/news-and-comment/newsletter- features/top-line-facts-on-the-big-
issues-in-health-and-social-care>
The importance of human resources management in health care: a global context [online],
Available throughhttps://www.ncbi.nlm.nih.gov/pmc/articles/PMC1552082/
(Calzavara and et.al, 2020)
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