Human Resources NHS - Essay Example

Human Resources NHS report Table of Contents Table of Contents 2 Introduction 3 Analysis of the current performance levels for the A&E department of the NHS 3 2. Role of learning and development: 4 3. Various methods to identify learning and development needs: 5 4. Evaluating learning and development methods available: 6 5. Recommendation of learning and development activities in A&E centres: 7 Conclusion 8 Reference list 10 Introduction NHS care system is constituted of four major care set up like National Health Service of England, Health and Social Care of Northern Ireland, NHS Scotland and NHS Wales. Care service provision’s success is depending on the efficiency, skills of care providers and technologies used. Thus, human resource management is a crucial strategy for hospitality and care set ups to maintain the efficiency, responsibility and treatment services (Beard, 2009). In the current study, Accident and emergency care department of the NHS are analysed to obtain the importance of HRM policies. They are providing emergency and urgent care services to the UK patients. The study will be identifying the job role that will be requiring more training and development. Male nurses in the minor injuries units of NHS are requiring highest training and development for obtaining idea on treatment skills. Moreover, the study will be focussing on the north east of the UK area like Newcastle area. Mainly the A&E centres of this area are having quite inexperienced male nurses thus waiting time increases in care set up. Training and development of male nurses will be increasing the efficiency of the overall NHS set up in the Newcastle area (BBC News, 2015). 1. Analysis of the current performance levels for the A&E department of the NHS According to Nick Triggle, NHS Winter report of Wales outlined most number of waits in the year 2009. NHS introduced new nurse recruitment rules for the A&E centres in order to increase safety among the patients. “It is observed that almost 92.4% of patients were treated in the trauma centres and A&E centres during the year 2009, where as, NHS targeted to treat at least 95% of the cart seekers (BBC News, 2015)”. “Major decline in the service provision started from the month of October of 2009. Such declining mode resulted into lowest levels of service traits during the year 2010 (BBC News, 2015)”. “During the time of January 2010, performance of the A&E centres reported as less than 87% of the capacity level. During the time, it was observed that only 29 among the 140 major hospitals under NHS reported that they were able to meet expectation of the care seekers (BBC News, 2015)”. Such care and trauma centres are providing the services like minor injury units and walk-in centres which increase the ability of health care services (BBC News, 2015). However, the statistics are showing that the target was set 95% of the patient’s capacity. “Actual scenario was outlining that only 88.5% patients are cared by the male nurses in Newcastle area (BBC News, 2015)”. 2. Role of learning and development: In the NHS services centres and Minor injuries units, male nursing care providers must pose efficient talent and facts to present appropriate care service. A&E centres are newly promoted in the Newcastle area. Such centres are facing the challenge of low practical experience of the male nursing staffs. Therefore, learning and development policy will help the care service providers of north east in order to improve care staff performance. A&E centres are providing the emergency service, so learning development policies will be helping the firms in providing effective service to care seekers of the Newcastle area of UK (Dickie and Jay, 2010). Self-esteem and motivation development: Learning and development policy of NHS are providing increased values and level of satisfaction among male nursing employees of the Minor injuries units. Satisfied employees will be more motivated to provide emergency care service in the A&E centres (Iacobucci, 2012). Staff retention and reduce costs: Motivated employees will be loyal to the organisation. Learning and development policy of care setups will increase skills and knowledge of male nurses and loyalty will reduce possible attrition in the Minor injuries units. Skilled and competent employees of north east can be retained by the proper motivation. In addition, skills and knowledge development of male nursing staff will increase the efficiency of the emergency service of A&E centres and Minor injuries units in the Newcastle area of UK (Hudson Kam and Newport, 2005). Learning and Development: Learning will be helping the care service employees in increasing the efficiency and obtain the insight on the practices. NHS will be able to disseminate innovative techniques and treatment techniques among Minor injuries unit’s male nursing employees of the north east area like Newcastle area. In addition, NHS can be developing the level of understanding among male nurses of Minor injuries units in the Newcastle area of UK. Emergency care service provisions faced the challenges of rigid structures and treatment facilities. NHS is using critical learning development policy that will aid in continuous modification of the skills and efficiency.” In the A&E centre, learning and development increase the knowledge base of male nursing employees and they can provide relevant care treatment to clients (BBC News, 2015)”. Learning and development policy also helps NHS to recognize different problems faced during the care or treatment services provisions that are developing efficiency among the service personals lie male nurses. Management have to act sharply to resolve the issues. In the current scenario, NHS will be using training and development polices in terms of meeting compatibility and facing changing treatment and medication rules in the Newcastle area of UK. Emergency treatment is highly relevant for the UK area. Trained and developed care staff will be developing the performance of A&E setups and meet more patients in a day. Developed staffs also feel easy to diagnose the patients (Riley, 2002). 3. Various methods to identify learning and development needs: NHS HR departments have to be efficient enough to identify the training and development of the persons, groups and organisational levels like the A&E centres and trauma centres of Minor injuries units of Newcastle area. Training and development need identification is very important for allocating job role among the care staffs. In the A&E Department, emergency services are provided to the patients of the Newcastle area of UK. Learning needs assessment will be crucial for NHS in order to disseminate role of the male nursing staff. Need identification process can be done through various strategies (Sparrow, 2013). The first stage will be to identify the existing skills set and capabilities of the A&E centres employees. This stage will be contrasting the active skills with required skill set of the care service industry. A&E centres and NHS can identify various required skills and address the missing skill set. Then, NHS members can identify the opportunity of training and development policies adopted in the A&E centres of Newcastle area. HR management of the NHS set ups have to recognize gaps of the existing training and development policies and process adopted by the A&E centres of the Newcastle area of UK. After recognising the gaps, different innovative learning and development strategies must be designed in order to reduce the gaps (Sutherland, 2012). Learning and development departments of the male nursing staffs of A&E centres are gaining values and power. A&E centres of Newcastle area NHS centres are developing new strategies for recruiting skilled and experienced staff. This method will be developing an idea on the requirement of training and development for emergency care service. A&E centres will be aiming to increase retention of qualified and loyal or motivated care staff (Smith, 2013). Newcastle area A&E nursing staff is questioned for the requirement of learning and development. Learning need can be obtained from evaluation of various learning activities among service staff (Smith, 2014). Learning and development needs can be obtained through the questionnaires and surveys among the male nursing staffs of Newcastle area A&E centres or NHS staff, tests of the service staff capabilities, conducting interviews, review various performance or medications documents, scrutiny of the treatments and reviewing the activity of the care providers in the critical traumas, diseases and emergency situations. In addition, training, learning and development related need are identified with the help of the focus groups surveys, employee centred analysis, and consensus techniques. NHS is using the assessment centres, performance appraisal policies and global care service industry analysis in Newcastle area (Riley, 2002). 4. Evaluating learning and development methods available: NHS maintained A&E centres are facing diversified challenges in terms of providing treatment to the emergency cases. HR management of the care unit need to be considered for the requirements and suitability of various methods available in the market. They have to critically outline the current complexity A&E centres are facing with the methods of learning and development of the male nurses. There are several methods available for management of NHS (Iacobucci, 2012). Classroom Lecture Method: It can be used to train and develop the A&E centres care service providers. Classrooms are used to develop knowledge in the internal set up and simple two ways communication used to educate the male nursing employees. It is the conventional and most cost effective techniques for developing the care staff knowledge and skills (Smith, 2014). Group Discussion Method: A&E centres are using multitasking teams which that helps providing treatments to different emergency patients. GD process will help the male nurses of minor injuries units in sharing knowledge, problems faced and efficient strategies for overcoming various barriers faced in the Newcastle area of UK. This method will be creating the scope of the sharing innovative ideas of individuals (Heath, 2005). Simulation Exercises Method: A&E centres are providing the emergency trauma care to patients. Thus, simulation method can be providing excellent learning and development of male nursing care staff of Minor injuries units. It will increase the contemporary knowledge about the disease and injury treatments (Dickie and Jay, 2010). Role Playing Method: Such method will help the male nurses of A&E Minor injuries units in making demo or rehearsal of their roles in making the treatment (Hudson, Kam and Newport, 2005). Case Study Method: Care staff is provided with various critical cases which will help them in caring various emergency patients and serving as much as possible in the A&E centres set up. Apart from the above mentioned techniques there are many other techniques like the sensitivity training or laboratory training method which will be making the A&E centre’s employees aware of the various chemical compositions. NHS Minor injuries units of Newcastle area can adopt Outward Bound Training (OBT) policy, and In-basket Training (IBT) strategy to increase the skills of care service providers in the north east. Apart from these, Vestibule Training Method, Apprenticeship Training Method, Work shadowing Method, Programmed Instruction Method (PIM) and Large Scale Interactive Events (LSIE) Method can help the A&E centres to increase the efficiency of the male nurses of Minor injuries units (BBC News, 2015). Personal coaching method, mentoring method and job rotation methods are used to share the expertise among the junior male nurses of A&E centres of Newcastle area. They are also promoting the Computer-Based Training policy to make the people aware of various emergency treatment processes (Heath, 2005). 5. Recommendation of learning and development activities in A&E centres: NHS A&E centres can use different methods to evaluate the efficiency and effectiveness of the learning the development activities among male nurses of Minor injuries units of Newcastle area APS model: Such evaluation process outlines six elements to meet the various aspects of the learning and development policies. Judgement will be based on relevance, suitability, response, capability acquired, performance on the job and outcomes of the training models (Iacobucci, 2012). Role of male nurses in the minor injuries units of NHS A&E centres can be evaluated with the help of three life cycle phases: Before learning and development: A&E centres HR management need to outline the statistics before the program (Dickie and Jay, 2010). During learning and development: During the year 2010, A&E centre management need to evaluate acceptance level of learning and development among the Minor injuries unit’s Male Nursing staffs. After learning and development: Management of A&E centres need to justify that male nurses are able to meet pre determined target of 95% of the service capacity level (BBC News, 2015). Conclusion In the current study, an in-depth analysis on the learning and development policies of A&E centres of NHS are outlined. Mainly, the male nurses of A&E centres of Newcastle area are facing huge challenge of providing care to the emergency patients. Male nursing staff are observed reducing efficiency which is the result of insufficient training and development strategies. This study outlines level of the performance in the year 2010 and 2009 of A&E department of NHS. Then, it is disseminating different roles of learning and development and its impact on the improvement of care staff performance; various methods are stated to identify learning and development needs among the care service providers. Learning and development methods are also stated along with proper recommendation. It is observed that learning process of the A&E department involves questioning other staff and patients about the service quality. Problem solving segments are used to gain the competency on the emergency service. Thus, this study is outlining that the A&E department of Newcastle area must be developing proper learning and development strategies in order to meet the targeted treatment or care service provisions. Minor injuries unit’s development and training will be increasing the efficiency of NHS in the Newcastle area. Training and development can increase the efficiency male nurses and A&E centres of Newcastle area can serve at least 92- 94% of the targeted patients. 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