7069SOH Health Care Assignment Sample 2023
Introduction and context
Health care system overview
The following assignment is based on an assessment of the UK healthcare regulatory body named health and care system (NHS). This system not only deals with providing care to Any hospital and doctors but also deals with less visible tasks such as prevention and control of communal diseases. As stated by Crooks Ormond & Jin, (2017), global healthcare deals in the development of the ability to act decisively and in an effective way within the range of healthcare context.
Figure 1: Annual beds available in the UK
(Source: statista.com, 2020)
Through the figure, it can be seen that the number of beds in the past two decades has been decreasing each year. Thus, there in opportunity to increase in the healthcare industry that enables to provide better services to the individual and community. Apart from this, the regulator body of UK healthcare named National Health Services (NHS), has aimed to improve care quality continuously and assist to create the safest highest health and care services (England.NHS.uk, 2019).
Furthermore, to achieve this ultimate goal various targets have been set by this regulatory body such as the implementation of patient initiative safety in priority areas, delivering guidance to the staff and management of health care safety providers. This regulatory body also aims to assist providers to roll out seven-day hospital services. Through these kinds of aims and objectives, this organisation tries to improve the health and care services of the country.
Key factors of resource planning and management in the healthcare system
In order to operate healthcare systems in an effective way, organisations need to develop their decision-making process, workforce management and talent management which provide assistance in the operation of various activities of the healthcare system.
Priority sets and decision-making process:
in most of the countries in the world, the healthcare system is being operated by the healthcare organization. In this situation, they always intend to try their best to provide better health infrastructure to their country’s people. In order to develop a better health care system, various reforms in health infrastructure have been made.
However as the resources are limited and the need for resources is in huge amounts thus, it is important for the business to protect some areas in which better development can be made by using these resources. As stated by Hernandez O’connor & Meese, (2018), the priority setting for an organization is very essential as it provides guidance to which all activity is performed which is necessary
PMBA stages
- To determine the aim of priority setting
- Program budget compilation
- Formation of marginal analysis and advisory panel
- To analyse relevant decision-making criteria
- Identification of various options by an advisory panel
- Recommendation of an advisory panel
- Validity check
With the help of these steps in the PMBA model, the healthcare industry can be able to set the priority which guides them to achieve organisational goals (Abbasi et al. 2018). Apart from this, decision-making criteria are other important factors that need to be done in an effective way.
These criteria show the value of organisation, health care system and society on a large scale. Decision-making criteria have to involve various aspects such as health gain, innovation, staff retention and recruitment.
Workforce planning and development: Workforce planning and development deals with the activity which consist of forecasting, future demand and the need of workforce in future as well as analysis of accessing gaps. Through this kind of development plan an organization can be able to procure the future demand in an effective way (Bourgeault, Chamberland-Rowe,& Simkin, (2021).
Various health care reforms have been made which bring millions of patients into the system. In this situation, the need of workforce planning is quite necessary as it ensures health systems work in an efficient way. Apart from this, rapid technology advancement and an increasing number of constraints in the healthcare system also cause an increase in demand for better workforce development.
Human resource and talent management: Human resource and talent management is a note of the most significant factor in all sectors of the organisation. an effective strategy for human resource planning ensures organisation objectives in a better way (Bibi, 2019)). The regulatory body of the UK health care system uses various strategies through which human resources and proper tenant management can be successfully operated.
Apart from this, to boost the healthcare industry NHS focus on retention of the organisational workforce (England.NHS.uk 2021). The retention of the workforce in a business is quite necessary as through this better uses of resources can be possible. As stated by Khalid, K., & Nawab, S. (2018), organizations must be focused on employee retention and employee workforce which enables them to reduce cost and perform in an effective way. Thus effective working staff enables us to procure safe and high quality of care to the patients and services users.
Analysis of strength and weaknesses of health care management
Strength:
- It mainly focuses on providing better financial protection of the public from the consequences of ill health as compared to the other countries. 2.6% of country people are those who skipped medicine due to high cost which is comparatively lower than the other competitor country which has 7.2% of its total population.
- The UK has the highest share of generic prescribing among all competitors country which shows 84% in the year 2015.
- Serious brain injuries fell from 5.4% per 1000 births in 2014 to 5.1% per 1000 births in the year 2017 (England.NHS.uk 2020)
. Weakness
- UK performance is below the standard in terms of treatment of eight out of 12 death due to common cause of death
- Third poorer perform in terms of treatment among 18 developed country
- It has a higher rate of death of the baby’s at birth or after a week per 1000 babies (England.NHS.uk 2020).
Recommendation for improvement in healthcare
SMART objectives:
The setting of SMART objects ensures businesses perform well in all contexts as it deals with covering various aspects of business and organisation.
Specific: S in the SMART objectives stand for specific. In order to successfully operate health care systems, an organisation needs to specify the actual aim which they intend to achieve (Ogbeiwi, 2017). The NHS has aimed to provide a high quality of health and care services and improve care quality. The aim of the organization provides guidance to show the actual aim of the business.
Measurable: this step of the model includes the measures through which various activities of the organisation are being monitored. Through this kind of activity, organisations can be able to perform well.
Achievable: this step of the model includes the aim of the organisation being challenged through various constraints. However, these constraints can be mitigated through mutual understanding between employees and managers.
Figure 2: SMART Objectives
(Source: Ogbeiwi, 2017)
Realistic: this step focuses on the analysis of future outcomes based on the activity performed by the organisatio. It focused not on the means of achieving them but on the outcomes (Cormier, & Elliott, 2017). ). Through this, a business can be able to know the probable outcome for the business and make plans accordingly.
Time-bound: it is quite important for the business to et the expected time-bound to achieve the aim of the organisation. In addition to this, time-bound also enables one to work in an effective way through which the better performance of business and organization can be ensured.
Strategy to meet objectives
In order to meet the ultimate origination goal, NHS must face the decision making criteria. Based on effective decision-making criteria an organisation can be able to make those kinds of decisions for the business which seem beneficial for the business. Some decision-making strategies such as analytical decisions making, expertise decision-making strategies can be caused by the NHS to enhance decision-making criteria (Coccia, 2020).
Furthermore, workforce management and development strategies such as a change in culture, change in attitude positively impact the workforce of the organisation. Based on these strategies the NHS can be able to maintain its workforce in an effective way (Zölch, 2017).
On the other hand, in order to maintain talent management and human resources, various strategies such as employee engagement policies, employee training tools and feedback and review strategies provide the NHS with an opportunity to improve talent management and human resources. Based on the given strategies, the NHS is not only able to improve its overall performance but also can be able to improve the quality of care and health services provided to service users.
Option Appraisal
Option appraisal is an iterative process that is being repeated a number of times before a project are implemented in the organization. Through this kind of activity, the NHS can be able to analyse and can reduce various constraints which may occur after implementation of the plan (Tokede, Love, & Ahiaga-Dagbui, 2018). Thus option appeals are quite beneficial for the NHS in terms of enhancing the quality of health and care services.
Benefits on the healthcare system
On the implication of various strategies related to the NHS in workforce development, human resource, talent management and decision making criteria various aspects of this organization can be enhanced. Through the enhancement of these kinds of factors of the NHS.
The quality of services can be increased (Sutton et al. 2020). The increase in quality of services increases organizational e performance. Apart from this, the organization brand value and reputation can also be increased.
Costs
On the analysis of various costs of the NHS, it has been found that current health care expenditure for the year 2020 is estimated at 269 billion pounds which is higher than the previous year by 20% (ons.gov.uk, 2020). This increase in spending provides an opportunity for the NHS to increase areas of services that automatically boost its performance in healthcare (Zame et al. 2018).
On the other hand, increases in the healthcare expenditures mainly by 25% increase in government expenditure in this industry. Through this, it can be seen that the NHS allocates huge amounts of expediting in terms of enhancing the overall quality of series provided to services users.
Risk analysis
On the assessment of risk analysis, it has been found that it has various risks such as compliance risk which occurred to increase in death rate after treatment. It is necessary for the business to analyse risk which ensures better performance. Apart from this, pandemic causes of covid-19 negatively impact various aspects of business such as financial operation and reputation of the business (Beraha & Đuričin, 2020)).
The Shortage of beds in the covid-19 pandemic negatively impacts the reputation of the business. Apart from this, the lack of effective workforce development in the NHS has a negative impact on the operational activity of business which can be mitigated through proper training and development. [Referred to appendix 1]
Conclusion
Based on a whole study of analysis of national health services of the UK it can be concluded that in order to boost health care and services in the country this organisation uses various policies and principles. National health services of the UK uses various principles for decision-making criteria and priority setting criteria such as the value which drives the whole organization of the decision making and priority setting at all levels must be consistent.
They also prioritise a fair system through which better services can be provided. In addition to boosting healthcare services NHS mainly focus on maintaining of human resources and talent management as these factors are the key to developing the healthcare industry of business.
The NHS uses various effective plans for human resource and talent management such as reward and recognition, employee management and employee value proposition and workforce development. Apart from this, this organization also mainly focuses on career management for all and management development. Based on this kind of this organization manages its human resource and management in an effective way.
Furthermore, the healthcare system is an organisation that provides a base to the health infrastructure of the country which enables them to improve the business by ensuring overall development. In this situation, various planning and action plans are being implemented to achieve the ultimate goal of the organization.
In the current situation, the need for effective healthcare systems is increasing day by day. On the other hand, systematic change in the healthcare system also positively impacts the various aspects of the community as well as the individual.
Various strategies related to decision making criteria and enhancing the workforce development for the NHS enables them to boost the health and infrastructure of the country. Through the use of various training and development to the employee who engaged in this industry enables them to provide better series to the service users.
Besides this, implementation of people plans by the NHS ensures betterment in healthcare sectors on an individual as well as community basis. However, the impact of covid-19 not only affected the policies and decision making criteria of the NHS but also provided an opportunity to develop its healthcare services in terms of the number of beds, and other services.
References
Journals
Abbasi, M., Majdzadeh, R., Zali, A., Karimi, A., & Akrami, F. (2018). The evolution of public health ethics frameworks: systematic review of moral values and norms in public health policy. Medicine, Health Care and Philosophy, 21(3), 387-402. Retrieve from: https://link.springer.com/article/10.1007/s11019-017-9813-y
Beraha, I., & Đuričin, S. (2020). The impact of COVID-19 crisis on medium-sized enterprises in Serbia. Economic Analysis, 53(1), 14-27. Retrieve from: https://www.library.ien.bg.ac.rs/index.php/ea/article/download/1264/1083
Bibi, M. (2019). Impact of talent management practices on employee performance: an empirical study among healthcare employees. SEISENSE Journal of Management, 2(1), 22-32. Retrieve from: https://www.tandfonline.com/doi/pdf/10.1080/09585192.2019.1642645
Bourgeault, I. L., Chamberland-Rowe, C., & Simkin, S. (2021). Co-developing an integrated primary care workforce planning approach at a regional level: overarching framework and guiding principles. Human Resources for Health, 19(1), 1-6. Retrieve from: https://link.springer.com/article/10.1186/s12960-021-00578-z
Coccia, M. (2020). Critical Decisions in Crisis Management: Rational Strategies of Decision Making. Journal of Economics Library, 7(2), 81-96. Retrieve from: http://www.kspjournals.org/index.php/JEL/article/download/2049/2086
Cormier, R., & Elliott, M. (2017). SMART marine goals, targets and management–is SDG 14 operational or aspirational, is ‘Life Below Water’sinking or swimming?. Marine pollution bulletin, 123(1-2), 28-33. Retrieve from: https://researchmap.jp/mum-usagi/published_papers/31632190/attachment_file.pdf
Crooks, V. A., Ormond, M., & Jin, K. N. (2017, July). Reflections on ‘medical tourism’from the 2016 Global Healthcare Policy and Management Forum. In BMC proceedings (Vol. 11, No. 8, pp. 1-4). BioMed Central. Retrieve from: https://link.springer.com/article/10.1186/s12919-017-0075-8
El Dahshan, M. E., Keshk, L. I., & Dorgham, L. S. (2018). Talent management and its effect on organization performance among nurses at shebin el-kom hospitals. International Journal of Nursing, 5(2), 108-123. . Retrieve from: https://www.researchgate.net/profile/Laila-Dorgham/publication/330507104_Talent_Management_and_Its_Effect_on_Organization_Performance_among_Nurses_at_Shebin_El_-Kom_Hospitals/links/5e0cb8a84585159aa4aa3f7d/Talent-Management-and-Its-Effect-on-Organization-Performance-among-Nurses-at-Shebin-El-Kom-Hospitals.pdf
Hernandez, S. R., O’connor, S. J., & Meese, K. A. (2018). Global efforts to professionalize the healthcare management workforce: the role of competencies. The Journal of health administration education, 35(2), 157. Retrieve from: https://link.springer.com/article/10.1186/s12919-017-0075-8
Khalid, K., & Nawab, S. (2018). Employee participation and employee retention in view of compensation. SAGE Open, 8(4), 2158244018810067. Retrieve from: https://journals.sagepub.com/doi/pdf/10.1177/2158244018810067
Ogbeiwi, O. (2017). Why written objectives need to be really SMART. British Journal of Healthcare Management, 23(7), 324-336 Retrieve from: https://bradscholars.brad.ac.uk/bitstream/handle/10454/12202/SMART%20Goal%20article%20-%20Revised%20Manuscript%20May%202017%20Final%20draft-3.pdf?sequence=3&isAllowed=y .
Suhonen, R., Stolt, M., Habermann, M., Hjaltadottir, I., Vryonides, S., Tonnessen, S., … & Scott, P. A. (2018). Ethical elements in priority setting in nursing care: A scoping review. International journal of nursing studies, 88, 25-42. Retrieve from: http://ktisis.cut.ac.cy/bitstream/10488/12678/1/Suchonen%20et%20al%202018%20ethical%20elements%20of%20priority%20setting.pdf
Sutton, R. T., Pincock, D., Baumgart, D. C., Sadowski, D. C., Fedorak, R. N., & Kroeker, K. I. (2020). An overview of clinical decision support systems: benefits, risks, and strategies for success. NPJ digital medicine, 3(1), 1-10. Retrieve from: https://www.nature.com/articles/s41746-020-0221-y
Tokede, O. O., Love, P. E., & Ahiaga-Dagbui, D. D. (2018). Life cycle option appraisal in retrofit buildings. Energy and Buildings, 178, 279-293. ). Retrieve from: https://dro.deakin.edu.au/eserv/DU:30113051/tokede-lifecycleoption-post-2018.pdf
Zame, K. K., Brehm, C. A., Nitica, A. T., Richard, C. L., & Schweitzer III, G. D. (2018). Smart grid and energy storage: Policy recommendations. Renewable and Sustainable Energy Reviews, 82, 1646-1654. Retrieve from: https://fardapaper.ir/mohavaha/uploads/2017/09/323226156459456152459.pdf
Zölch, (2017) M. Flexible Workforce Management. An exploratory Study. In First International Conference on Society 5.0 (p. 412). Retrieve from: https://www.researchgate.net/profile/Nusrat-Hafiz/publication/352981912_Prospective_Synergy_Between_Bangladeshi_SMEs_and_Smart_City_Through_the_Lens_of_Society_50_Proceedings_of_the_First_International_Conference_on_Society_50_Virtual_Forum_22nd_to_24th_June_2021/links/60e1e86b92851ca944a79cb5/Prospective-Synergy-Between-Bangladeshi-SMEs-and-Smart-City-Through-the-Lens-of-Society-50-Proceedings-of-the-First-International-Conference-on-Society-50-Virtual-Forum-22nd-to-24th-June-2021.pdf#page=424
Websites
England.nhs.uk 2020 strength and weakness of NHS Retrieve on 16 November in 2021 from: https://www.england.nhs.uk/wp-content/uploads/2021/01/nhs-england-annual-report-2019-20-full.pdf
england.nhs.uk 2021, talent management Retrieve on 16 November in 2021 from:
England.nhs.uk, 2019 objectives of NHS Retrieve on 16 November in 2021 from:
https://www.england.nhs.uk/wp-content/uploads/2019/09/NHSI_2020_Objectives_13july.pdf
https://www.statista.com/statistics/473264/number-of-hospital-beds-in-the-united-kingdom-uk/
ons.gov.uk, 2020 expenditure of NHS in healthcare Retrieve on 16 November in 2021 from : https://www.ons.gov.uk/peoplepopulationandcommunity/healthandsocialcare/healthcaresystem/bulletins/healthcareexpenditureukhealthaccountsprovisionalestimates/2020
statista.com, 2020 number-of-hospital-beds-in-the-united-kingdom-UK / https://www.statista.com/statistics/473264/number-of-hospital-beds-in-the-united-kingdom-uk/
Appendix
Risk analysis
| Risk | Likelihood (1 to 10) | Impact (1 to 10) | Total
(Likelihood × Impact) |
Mitigation Actions |
| Compliance risk | 9 | 9 | 81 | Improvement in various plans and policies in treatment |
| Financial risk | 5 | 7 | 35 | Better use of resources available |
| Operational risk | 7 | 6 | 42 | Provide training and development program in human resources |
| Reputation risk | 5 | 7 | 35 | Increase in quality of service |
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