Human resource (HR) management includes the overall responsibility for recruitment, selection, appraisal, staff development and training, understanding and implementing employment legislation and welfare.
HR managers may have responsibility for workforce planning or work for one or more directorates (for example surgery, day care or accident and emergency) where they will provide HR support and advice to the general manager responsible for that directorate. This might involve advising on the redeployment of staff from a ward that is closing or advertising strategies for the recruitment of new staff. HR managers may have a responsibility for a particular group of staff such as all medical staff working within an NHS trust.
Some senior HR managers will have broad areas of responsibility, such as operations or training, development and recruitment, and implementing national initiatives.
There are a variety of job roles and job titles in this area of management. Here are some examples of job roles.
You are working in a specialist trust providing mental health services for adults, older people, children and adolescents and also substance misuse and specialist learning disabilities.
You would take a lead role in the trusts human resources agenda and lead on specific corporate HR objectives. You're responsible for:
You would need to be able to build relationships at all levels, and have current knowledge of the NHS HR agenda. This type of post would require experience in a Human Resources role within the NHS.
Working in a hospital NHS trust, you have responsibility for all medical staff working within the Trust, with the exception of medical students.
This includes responsibility for terms and conditions of medical staff, recruitment and selection of professional grade staff. The postholder will advise and support medical staff on HR-related issues and be involved with the international recruitment of medical staff, workforce planning and the European Working Time Directive.
Good organisational, time-management and communication skills are required for this type of role along with an ability to work under pressure, be assertive and work using initiative.
Your lead the trust's development and implementation of a comprehensive training and development plan working in partnership with areas of the trust also delivering education. Delivery of the plan would involve liaison with partner organisations across the region.
Effective leadership including those providing vocational training, staff development and workforce planning would be a key element of this post.
You would need experience of staff development and/or workforce planning, and effective leadership skills. A sound knowledge of current NHS strategic workforce issues would also be required. A postgraduate qualification in a development related subject or membership of the Institute of Personnel and Development would be essential.
You are one of four HR managers working within a university hospitals' NHS trust providing strategic development and leadership support. Managing a team of 16 and budget of over £700,000, you would be expected to ensure that communication between colleagues flowed freely, knowledge was shared and skills fine-tuned.
Your employer would require you to have operational experience in a progressive HR function, at least part of which has been gained at an operational level in the NHS, and to hold an appropriate human resources qualification.
There are a number of different routes into HR management and each will have different entry requirements.
Staff working in medical staffing roles may be required to have attended courses provided by the National Association of Medical Personnel Specialists (NAMPS). These courses are available at Foundation and Advanced Management level.
The Foundation course is aimed at newly appointed staff with limited experience. The course covers day-to-day essential knowledge and information required to do the job. The Advanced course is aimed at those staff with experience or in a senior post, covering the more complex areas of the job. NAMPS also has a newsletter and runs conferences for members.
Managers working in the general area of human resources will often need to have or be prepared to work towards gaining qualifications recognised by the Chartered Institute of Personnel and Development (CIPD).
CIPD qualifications are available at Level 3 Foundation, Level 5 Intermediate and Level 7 Advanced. You can study awards, certificates and diplomas at each of these levels.
CIPD qualifications are offered at a number of education institutions (including Universities) and on a range of modes of study including full-time, part-time, distance, flexible and open learning.
NHS employees will usually be expected to undertake CIPD qualifications on a part-time basis and NHS employers will usually provide support in the form of some time off for study and/or assistance with course fees.
Chartered Institute of Personnel and Development (CIPD)
Healthcare People Management Association (HPMA)
National Association of Medical Personnel Specialists (NAMPS)
NHS Graduate Management Training Scheme