Provide some background information or argument as related to the areas of the assignment discussion.

Executive Summary or Abstract

1.0  Introduction (approximately 300 words)

·   Provide some background information or argument as related to the areas of the assignment discussion.

 ·    Explain the purpose of the report

· Provide a roadmap of what the reader is to expect in the main body (a list of topics that you will discuss in the main body)

1.1  Company’s Overview- NHS (approximately 300 words)

Provide a brief overview of NHS for the report (historical and statistical information will require citations)

2.0 Literature Review (approximately 1000 words)

(You must provide citations to support your claims)

Provide a general literature review on the following subject without discussing the selected business:

· Literature review on how human resource functions and HR strategies, SHRM help firms create value and gain competitive advantage

· The processes of recruitment and selection strategies (according to the views of authors)

· Responsibilities of the employee and the employer in the context of employee development using relevant theory to compare different talent management approaches (according to the views of authors)

· Human resource systems and procedures such as managing equal opportunity, employee health and safety, strategic human resource management, training and development etc. (according to the views of authors)

3.0 Discussion and Analysis of HR practices/ functions at NHS as per details given below (approximately 1600 words)

Examine the human resource functions of the chosen firm looking at organisational development and the role of human resource management aligned to implementing change using HR strategies, HR Planning, organisational structure, growth and expansion.

· Provide an evaluation of the effectiveness of recruitment and selection strategies at NHS. You must include employment law and examples of case law.

· Provide an analysis of how NHS manages the development of its employees, including examples of best practice. Include the responsibilities of the employee and the employer and use relevant theory to compare different talent management approaches.

· Provide a detailed critical analysis of other HR systems and policies such as Sickness, Grievance or Performance Management impact on business operations and practice and procedures at NHS.

4.0  Solutions and Recommendations ( approximately 500 words)

5.0  Conclusion (approximately 300 words)

· Remind the reader of the topic of the report or the purpose of the report.

· The conclusion should bring together the main points your report discussed or major ideas of the report.

· A summary of the most important points made in the report

· Summarise the solutions provided. For example, the recommendations or suggested solutions.

· (Generally new ideas and citations should not be included in a conclusion)

5.0 References

You will need to include and reference at least 8 different academic sources including at least 4 books, 3 statistical/numerical sources and 3 journals that help provide supporting evidence for any assertions that you make.

Important points to remember and follow while doing your academic report.

· Your report must be in academic English, not as in daily spoken language etc.

·  Your report must be impersonal, and never write in the first person like ‘I’, ’me’, ’you’, ’yours’, ‘we’, ‘ours’, ‘us’ etc.

·  Your report should be no more than 4,000 words or- 10%.

·  All written work should be submitted online through Turnitin

· You must include both a reference list andbibliography.


1.0 Introduction (approximately 300 words)

Background Information

Human Resource Management (HRM) is essential for organizations seeking to create value and gain a competitive advantage in today`s dynamic business environment. Strategic Human Resource Management (SHRM) focuses on aligning HR practices with organizational goals to drive performance and growth.

Purpose of the Report

The purpose of this report is to analyze the HR practices and functions at the National Health Service (NHS). This includes examining how HR strategies, recruitment and selection processes, employee development, and other HR systems contribute to the organization`s effectiveness and ability to implement change.


  • Section 1.1: Overview of NHS
  • Section 2.0: Literature Review on HR functions and strategies
  • Section 3.0: Discussion and Analysis of HR practices at NHS
    • Recruitment and Selection
    • Employee Development
    • Other HR Systems and Policies
  • Section 4.0: Solutions and Recommendations
  • Section 5.0: Conclusion

1.1 Company’s Overview - NHS 

Brief Overview

The National Health Service (NHS) is the publicly funded healthcare system in the United Kingdom, established in 1948. It is the largest single-payer healthcare system in the world, providing a wide range of health services to residents of the UK. The NHS employs over 1.3 million people, making it one of the largest employers globally.

Historical and Statistical Information

The NHS was created to provide comprehensive health services free at the point of use, funded through taxation. Over the years, it has undergone numerous reforms to improve service delivery and efficiency. As of 2023, the NHS handles over 1 million patients every 36 hours, highlighting its extensive reach and impact on public health. The organization`s budget for 2022/23 was approximately £136.1 billion.


2.0 Literature Review 

HR Functions and SHRM in Creating Value

Strategic HRM integrates HR practices with business strategies to foster innovation, efficiency, and competitive advantage. This involves aligning HR policies with organizational objectives to ensure that the workforce contributes effectively to achieving goals (Ulrich, 1997; Wright & McMahan, 1992).

Recruitment and Selection Strategies

Effective recruitment and selection are critical for attracting and retaining talent. According to Armstrong (2014), these processes should be systematic and fair, involving job analysis, sourcing, screening, and onboarding. Effective strategies help organizations find the right fit for their roles, enhancing overall performance (Torrington et al., 2020).

Employee Development and Talent Management

Employee development involves continuous learning and skill enhancement. Employers and employees share responsibilities in this area, with organizations providing resources and opportunities while employees engage in self-directed learning (Garavan, 1997). Talent management approaches vary, including formal training programs, mentorship, and career development plans (Cappelli, 2008).

HR Systems and Procedures

HR systems such as equal opportunity policies, health and safety regulations, and training programs are crucial for maintaining a productive and compliant workforce. Effective HRM practices ensure a safe work environment, promote equality, and support employee growth (Boxall & Purcell, 2011).


  • Armstrong, M. (2014). Armstrong`s Handbook of Human Resource Management Practice. Kogan Page.
  • Boxall, P., & Purcell, J. (2011). Strategy and Human Resource Management. Palgrave Macmillan.
  • Cappelli, P. (2008). Talent Management for the Twenty-First Century. Harvard Business Review.
  • Garavan, T. N. (1997). Training, Development, Education and Learning: Different or the Same? Journal of European Industrial Training.
  • Torrington, D., Hall, L., & Taylor, S. (2020). Human Resource Management. Pearson.
  • Ulrich, D. (1997). Human Resource Champions. Harvard Business Review Press.
  • Wright, P. M., & McMahan, G. C. (1992). Theoretical Perspectives for Strategic Human Resource Management. Journal of Management.

3.0 Discussion and Analysis of HR Practices/Functions at NHS 

Recruitment and Selection Strategies

  • Evaluation of Effectiveness: NHS`s recruitment strategies focus on attracting diverse talent through various channels, including online job portals, recruitment fairs, and partnerships with educational institutions. The selection process involves multiple stages, such as application screening, interviews, and assessments. Despite challenges, these strategies ensure that NHS attracts qualified candidates.

  • Employment Law and Case Law: NHS complies with employment laws such as the Equality Act 2010, ensuring non-discriminatory hiring practices. Notable case law includes Eweida v. British Airways plc which underscores the importance of accommodating employees` religious beliefs.

Employee Development

  • Best Practices: NHS invests in continuous professional development (CPD) for its employees, offering various training programs, workshops, and e-learning modules. The NHS Leadership Academy provides resources for leadership development.

  • Responsibilities: Employers are responsible for providing development opportunities and creating a conducive learning environment. Employees are responsible for actively participating in their development.

  • Comparative Analysis: Different talent management approaches, such as mentorship and formal training, are employed. The NHS`s approach is comprehensive, combining formal and informal methods to cater to diverse learning needs.

HR Systems and Policies

  • Sickness Policy: NHS has a well-defined sickness policy to manage employee absences effectively. This includes provisions for sick leave, return-to-work interviews, and occupational health support.

  • Grievance Policy: The grievance procedure at NHS ensures that employee concerns are addressed promptly and fairly. This involves a structured process for filing and resolving grievances.

  • Performance Management: NHS employs a robust performance management system, including regular appraisals, feedback sessions, and performance improvement plans.

Impact on Business Operations

  • Effective HR systems and policies at NHS contribute to a positive work environment, high employee satisfaction, and improved patient care. By managing equal opportunity, health and safety, and employee development, NHS ensures operational efficiency and compliance with regulations.

4.0 Solutions and Recommendations 


  1. Enhance Recruitment Processes:

    • Implement advanced AI-driven recruitment tools to streamline the hiring process and improve candidate matching.
    • Strengthen partnerships with educational institutions to create a pipeline of future talent.
  2. Expand Employee Development Programs:

    • Introduce more flexible learning opportunities, such as virtual workshops and mobile learning platforms.
    • Develop personalized development plans for employees to align with their career goals and organizational needs.
  3. Improve HR Systems:

    • Regularly review and update HR policies to ensure they reflect current best practices and legal requirements.
    • Increase transparency and communication regarding HR policies and procedures to enhance employee understanding and compliance.
  4. Focus on Employee Well-being:

    • Implement comprehensive well-being programs that address physical, mental, and emotional health.
    • Provide resources and support for work-life balance, such as flexible working arrangements and wellness initiatives.

5.0 Conclusion 

Recap of Report Purpose

This report aimed to analyze the HR practices and functions at NHS, focusing on recruitment and selection, employee development, and other HR systems.

Summary of Key Points

  • NHS employs strategic HRM practices to align with organizational goals and enhance performance.
  • Recruitment and selection strategies at NHS are comprehensive, though there is room for improvement through technological advancements.
  • Employee development is a priority at NHS, with robust training programs and resources available.
  • Effective HR systems and policies contribute to NHS`s operational efficiency and compliance with regulations.

Summary of Solutions

The recommended solutions include enhancing recruitment processes, expanding employee development programs, improving HR systems, and focusing on employee well-being.

Final Thoughts

By implementing these recommendations, NHS can further strengthen its HR practices, support employee growth, and maintain its position as a leading healthcare provider.


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