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Question :
This assessment will cover the following questions:
- Provide an in-depth understanding of the knowledge, skills, and behaviors in order to be an effective people manager.
- The National Health Service organization is the government organization that provides health services. Identify and evaluate important HR processes which underpin the performance management of people at work.
- Generate an understanding of contemporary issues facing line managers relating to people management in the National health service organization.
Answer :
INTRODUCTION
People are termed as an asset of a business organization and their attitudes and performance result in the success as well as the failure of a business (Turner, 2018). In a company, the most difficult job of a manager is people management because they need to be trained, motivate, encourage and inspire as well as they are liable for recruiting, disciplining as well as training, and evaluating employees. As people management is also known as human resource management and it is defined as effective coordination among team members in order to perform a specific task. A National Health Service organization case study is considered in this report which is an independent public healthcare service provider in the United Kingdom. As the company fave several issues that pressure its services so, they focus on many key areas of strategic people management such as leadership and management, training and development, talent management, and so on. This report discusses the theoretical models of such areas and their applications in the company's present scenario, discusses the roles and priorities of NHS management and its functions in supporting management as well as several internal and external influences also.
MAIN BODY
TASK 1
Key models within 3 areas and their applications to the current situation of NHS
There are mainly three areas in this report which should be considered within the context of National Health Services and its current situation that they faced (Taylor, 2018). There are some models regarding key areas such as leadership and management, talent management as well as training and development which can help in managing the people of NHS in a strategic and effective way.
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Leadership and management:
Both these terms are related to the human resource department of an organization which is different from each other. As leadership refers to setting a new direction for their followers whereas, management is defined as a control mechanism of resources as well as people within an organization (Stewart, 2018). Within the context of National Health Services, the area of leadership and management of organizations helps in developing strong relationships with their stakeholders, especially employees. As it facilitates motivation to their workers to perform better and improve their overall performance and results. Also, this helps in knowing the issues and resolving them at an appropriate time for the purpose of maintaining high level of performance.
Managerial grid model of leadership and management: This theory is propounded by Robert R. Blake and Jane Mouton in 1964 as a leadership style model of management (Managerial Grid Model of Leadership, 2017). Basically, there is two leadership dimensions concern for people and production through which the manager of National Health Services can analyze how they focus their concern towards the people and production with the help of the managerial grid model. For instance, National Health Service is using this model in order to know about the useful insights of several styles of leadership and leader can find out the improvement area which is required for managing the resources, company, and people in an effective way.
Talent management:
It is defined as the management of human resources and their talents within a business organization (Scanlan, 2018). Within the context of National Health Services, the talent of human resources is highly managed and controlled by the HR department and the management of the company identifies the needs and wants and develops a holistic practice for recruiting, training as well as retaining them for a longer period of time.
Self-interest theory of talent management:Â It is basically focused on the needs and requirements of an individual. As psychological egoism suggests that an individual's behaviors are motivated by their self-interest i.e. thinking about the self's needs first rather than others. In order to provide motivation to the employees a manager and leaders require to focus on their needs and wants and encourage them by facilitating several benefits, rewards as well as opportunities according to their talent and interest which results in better performance and long-term retention.
Training and development:
It is the essential requirement of every business organization which provides confidence to the staff members in order to perform better and encourage them to contribute more to the attainment of organizational goals and objectives (Lumbers, 2018). Within the context of the National Health Service, if the management of the company introduced some effective tools and techniques for dealing with health diseases the manager needs to trained and skill their staff by giving effective training that assists in increasing employees' confidence and they can able to perform all tasks easily.
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Transitional model:Â It is associated with several terms of an organization such as vision, mission, values, and objectives. As per the transitional model of training, proper training and development sessions should be given to the workers of an organization that will assist in accepting the new technologies and changes easily in their work (Layland, 2018). For example, the vision and mission statement of the National Health Service is related to facilitating good quality services to their patients by implementing new technologies and leading the market position in the healthcare industry.
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TASK 2
Role and priorities of NHS management and HR functions in supporting management
Due to the raised diversity of employees as well as patients' cultural backgrounds, human resource managers should put higher attention to the influences of technologies and globalization on the delivery of healthcare services and training for teamwork leads to a better quality of patient care. Within the context of National Health Services, management plays an important role while hiring desired staff and facilitating training in order to achieve effective results.
Roles and priorities of NHS management:Â
In the role of NHS management, clinic managers perform several tasks related to the healthcare facility (Clinic Manager Duties and Responsibilities, 2020). Some of the roles and priorities of the National Health Services are as follows:
- Staff management:Â The clinic manager of NHS manages as well as supports their existing employees who are working at the company's workplace by measuring employees' performance, facilitating reviews, resolve issues and conflicts in order to the strategic management of people.
- Clinical role:Â The management of National Health Services plays this role while they give more priority to that patient who is suffering from diseases and treat them with a better range of services.
- Develop plans and systems:Â The clinic manager of NHS is liable to manage the operations of service providers by effectively developing a business plan for their clinic. As they find many new ways and implement them within the organization in order to accomplish objectives and improve productivity.
HR functions for supporting management:Â
The management of National Health Service plays an important role in an organisation through the proper understanding about such functions that helps in the sustainable growth and development of company. Some of the functions are as follows:
- Workforce planning and employment:It is related to the basic function of HR as the manager of NHS performs this function to choose right people for the right job as per the organizational requirements and candidates skills and knowledge (Iliopoulos, 2018).
- Human resource development:The human resource manager of NHS use this function for organising appropriate training and development sessions for the purpose of developing employees skills and knowledge and get productive results.
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TASK 3
Different internal and external influences of specific areas.
There are several internal as well as external factors that impact the company's management, T&D, talent management and so on. Within the context of NHS some of these factors are discussed below:
| Key areas | Internal | External |
| Leadership and management | Internal factors include the human resources that highly influence on the leadership and management of organisation. Within the respect of NHS, employees refuse to accept the changes easily executed by the leaders and manager of company due to the organizational working being influenced at a high level and reducing productivity and profitability (Hernandez, 2018)(Hislop, 2018). | External factors are associated with the outside of an organisation which leads the inside changes of a company. In regards of National Health Services, socio-cultural factors are highly influenced the leadership and management area of company as several changes are comes in the religion, communities due to which leaders and managers need to require increase effectiveness in leadership style and effective communication respectively which helps in minimising the influences of company's leadership and management. |
| Talent management | In talent management, the working environment is considered an internal influencers for an organization which is necessary for the implementation of effective and strategic talent management techniques within the National Health Services. As the manager of the company need to effectively control the influences of the internal environment by predicting future practices. Whereas, the management of NHS facilitates positive culture at their workplace to the employees so that they works with the full level of potentiality and enthusiasm in order to increase the efficiency level and results positively. | As the external factor includes demographics of employees that influence the talent management of an organisation at a great extent. Within the context of National Health Services, recruitment is done in an attractive way which is different from another organisations as well as facilitate several range of compensation packages that are offered to employees in order to manage the skilled and desired talent in a positive manner (Collings, 2018). |
| Training and development | It includes the motivational, perceptional as well as learning factors but the proper support of top-level management and optimum availability of resources influenced the T&D area of businesses. In the context of National Health Services, the effective support of top management and availability of equipment, techniques as well as practices assists in conducting successful training programs which results positively in the working and performance of employees as well as the company. | It is related to the outsider's factors such as ideas, locations, etc. as the changes in legal compliance towards the training and development of workers influence on the company's specific areas. As NHS is required to change its practices and strategies according to the set benchmark while the small set of modifications arises in healthcare legislation which highly influences the current provisions and policies of training and development in an organization. |
Recommendations
As per the above discussion on people management, there are several recommendations that require to be provided to the company National Health Services so that the company will be able to maintain high sustainability (Banfield, 2018). It has been viewed that NHS should need to implement some strategies and practices that will assist in the improvement of their operations. Also, the company needs to focus on the resolution of employees' issues and conflicts so that they can retain them for a long time period. Basically, there are three areas that should be required to develop so that few recommendations are described below:
- leadership and management: It should be recommended to the manager of National Health Services as they must follow the managerial grid as a model of leadership and management. This will helps in managing and controlling the people of the organization by using different styles of leadership in diverse situations.
- Talent management: It has been suggested to the HR department of the National Health Service that they should select skilled and desired candidates for the job positions that help in increasing the competitive positions.
- Training and development: The company NHS should recommend organizing effective training and development programs on a regular basis for their workers in order to develop their skills and knowledge. This will help in facilitating more opportunities for the development of personal and professional.
CONCLUSION
It has been summarised from the above report that people management is essential for every organization in order to effectively hire, train, and retain workers. For this, the direction of the company and the HR manager play an important role which helps in the effective management and performance of employees as well as organizational operations. Several models and theories are developed for bringing improvements in such areas as T&D, talent management as well as leadership and management. Also, analyze the internal and external influences of all these areas on the organization's management and productivity either positively or negatively.
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REFERENCES
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford University Press.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical approach. In Human Resource Management(pp. 1-23). Routledge.
Hislop, D., Bosua, R. and Helms, R., 2018. Knowledge management in organizations: A critical introduction. Oxford University Press.
Layland, A., 2018. The changing role of management in the first 70 years of the NHS. Br J Healthcare Manag. 24(7). pp.346-347.
Lumbers, M., 2018. Approaches to leadership and managing change in the NHS. British Journal of Nursing. 27(10). pp.554-558.
Stewart, R., 2018. Evidence-based management: A practical guide for health professionals. CRC Press.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Turner, P., 2018. The Boundaries of Talent Management. In Talent Management in Healthcare (pp. 65-95). Palgrave Macmillan, Cham.Â
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