• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

An investigation into the recruitment policies of the NHS and as to whether they are vertically or horizontally integrated.

Extracts from this document...

Introduction

An investigation into the recruitment policies of the NHS and as to whether they are vertically or horizontally integrated Research into the HR function has concluded that a firm with a tightly structured alignment in terms of HR management and strategy will outperform rivals who have a less vertically integrated approach (Bamberger and Meshoulam, 2000, Boxall, 1991). It is, however essential that a horizontal fit is found that is coherent in terms of its link to the firm as whole. It has been shown that the HR function is at its most effective when used in this way (Wright and Snell 1998, Bohlander and Snell 2003). The strategy of a company in terms of recruitment is described as: "All those activities affecting the behaviour of individuals in their efforts to formulate and implement the strategic needs of the business" (Schuler 1992) The NHS have set clear targets in their recruitment policies: "more staff, working differently" (doh.gov.uk). There is an acceptance that the service needs to focus on recruitment as well as retention, with an increasing amount of staff turnover a consequence of increased workload. ...read more.

Middle

It is a relatively basic model but if applied to the NHS it can be argued that their past policies have been similar to a company muddling through, with low labour market power in terms of attracting candidates, and poor focus. However, their policies to increase staff levels could be seen to be more flexible, with more recruitment channels being used, and a more thorough selection process replacing rigid criteria requirements to enter (see appendix part 1 A). It could be argued that the NHS follow a relatively soft HRM strategy, with a large amount of focus being placed upon current members rather than contracting staff from elsewhere in the market to join the organisation. This however is not true across the entire organisation, as agencies are used to source nurses, and certain hospices, such as the St. Johns Hospice in Liverpool are run in association with organisations such as Marie Curie Cancer Care. This was a result of the government's white paper on health, brought in during the late 1990's (Donaldson 2000). The pay structure has undoubtedly become more strategic if we apply policies to the Belcher model (see appendix part one B). ...read more.

Conclusion

The Chartered Institute of Personnel Development ask the question of who comes first where recruitment is concerned - is it the person or the job? Iles and Salaman (1995) concluded that a person orientated competency approach was the best practice, which is a policy the NHS is now moving towards. However there are still many organisations who believe that the job comes first, followed by the person. Concluding from the evidence retrieved it is clear that the NHS has been forced into change through external economic shifts involving the labour market and the competitive nature of the workplace in terms of benefits available. It is impossible to predict whether the policies will avoid the potential pit-falls, such as diluted quality due to increased staff levels. But it can be seen that the policies are largely vertical, with the horizontal elements being a resultant entity, formed in order to ensure the staff are happy with the changes implemented. As the policies are very new the organisation does not omit a highly focused corporate focus, there is more emphasis on results through flexibility and innovation, however this has only recently become the case, and may cease to be the state of play should the service need to adopt a harder recruitment policy, sourcing its staff externally to achieve competence. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Tesco Recruitment and Selection

    It tells the applicants everything they need to know, like salary and duties. Selection The selection is when an organisation decides which individuals it wants to interview. Tesco want to select the right and the best person for the job by using short listing, checking references and interviewing the applicant.

  2. Managing Human Resources in Marks & Spencer.

    shows a person's achievements, hobbies, interests and past-times. A CV is a vital ingredient to recruiting the best employee - in this case the best part-time sales assistant. Below shows an example of a CV that could be sent with the letter of application to Marks and Spencer' HRM sent by an applicant enquiring about the job of a part-time sales assistant on offer.

  1. Communications in Health & Social Care.

    There are also two main types of interaction; formal and informal. Informal interactions are often used in care settings. Formal interactions is where care workers need to use a range of communication skills to carry out formal procedures. Formal interactions also require the appropriate use of verbal and non-verbal skills,

  2. Analysis of a Contract Specific Organisation

    We agree that the twice yearly local liaison meetings (maximum to be agreed) should be held at different locations as this gives the local building occupiers a forum to voice their views, whilst allowing us to update them on forthcoming activities.

  1. 1. explore the process of recruitment planning

    Aims and Objectives All businesses have aims and objectives that give them a target to achieve. These aims and objectives can constantly change to suit whatever is happening at the time of the business. In terms of recruitment and selection, targets would be set for recruiting new staff by a certain time.

  2. Produce a case study comparing two business organisations, investigating the extent to which each ...

    * 4 reporting levels between you and Board level. What do they have to do? * Encourage feedback from customers; analyse this information; recommend and implement service improvements. * Ensure your team are aware of current products, promotions or services that may benefit your customer. * Work with advisers to identify service improvements.

  1. The stages involved in recruiting new staff.

    a person could say he's a very good problem solver and he is not a good solver. Testing a person for team working will let the interviewer find out exactly how the person is physically when working, so supposedly the person has been asked to work as a team

  2. Investigate about the important roles that management plays in achieving my chosen organisation aims ...

    They also have Effective recruitment and selection policy which includes advertise, short listing, interviewing to select right staff, promoting equal opportunities in relation to paying people the right amount; in recruitment and targeting the right people for the right job at the right time with the right qualifications.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work