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Nhs finalpresentation
- 5. SKILLS ESALATOR WITH RESPECT TO HR PARTNERSHIP
- 11. SKILLS ESALATOR WITH RESPECT TO HR PARTNERSHIP
Hinweis der Redaktion
- 1. To make perception of prospective employees that is NHS as an attractive place to work in. 2 . Helping employees at all level to work at their highest potential when working public sector. 3. Creating working environment for employees which support their learning, skill development and knowledge. 4. When given chance employees can be more productive, motivated and can perform better so giving them more flexibility and take on new roles is way to make perception of ‘employer of choice’. 5. More training develops interest in the job and can be used as preventative measures along with role of HR partnership.
- Resource-base view of the firm postulates that internal knowledge and skills represent important sources of competitive advantage (Garavan,N.T. 2007,1). human Capital theory suggests that firms should protect core competencies through investment in training and development. Strategic human resource development contributes to the creation of firm specific knowledge and skills when it is aligned with the strategic goals of the organisation. SHRD is a multi level concept who contribute to enhance the performance of the firm in the long-term.
- organisations should be flexible enough to respond to the dynamic changing environment. Human Resource Development need holistic and systematic planning process. Organisational alignment is the ability to clearly articulate what is important and then to allow this to be the main driver of all activities performed at the same time allowing it to be creative and flexible. Alignment must be structured, consistent and continuous. Functional integration refers to the application of techniques in a one-on-one lesson in which the instructor may use vocal or tactile instruction or a combination of the two. Process Integration is commonly used to streamline the execution of a sequence of tasks. It is a holistic approach to process design which considers the interactions between different unit operations from the outset, rather than optimising them separately
- Human Resource Development should be linked with human resource management systems and collaborative career planning process. HRD specialists should use training and development resources in an effective manner so the strategic plans should be implemented in terms of human skills available to implement them and specify alternatives way to obtain such skills.
- To cut costs and to bring efficiency in the NHS funding was cut and professional t raining was introduced..Only staff in senior hiearchery only got beneficial and lower staff was ignored . This had far reaching consequences . There become acute shortage of lower grades work . To fill up this and to retain them became a huge challenge. To address this issue Skill escalator was introduced.
- chitamber: slode 9We need a qualified and trained staff to handle the stake holders, clients. Funding for learning and development should not have been stopped all together. Rather it should had been a reduced expenditure. But skill development should have been taken care and proper expenditure should have taken .Training need analysis should have been done to both upper and lower staff. Continuous learning and enhancement of skills should be given a priority. And more over a organisations like NHS has to give full weightage to Leaning and development. And communications should flow uninterruptedly
- Highlighting the success key points with respect to their reason , then upgrading the unsuccessful areas in NHS with respect to Public sector for its sustainability and improvisation.
- 1.Learning organization image should be supporting and focus towards the life long learning, tacit learning and learning interventions. 2. Tacit means transferrable skills. 3. Job evaluation should be specific according to the need of skills considering the financial budgeting and cost effective methods such as TNA. 4. Responsibility and involvement of line management should be eminent depending upon their critical role. 5. Effects for Local, National and Multi-National companies shall be considered according to global and external environment needs and internal environment must be aligned.