An organisational development approach to reviewing the Human Resource function and identifying the journey necessary to achieve ‘World Class HR’. This case study describes the approach taken by one North West Trust in identifying their journey to achieving “World Class HR”. The approach taken unlisted the Towards World Class HR in the North West model and the CIPD Professional Map.
Strategic & Operational HR
An established two-tier in-house Leadership & Management Development programme at Mid Cheshire Hospitals NHS Foundation Trust supports the development of internal leadership talent as part of their Talent Management Strategy.
Following the Francis Report, it was highlighted that improving the values and behaviours of NHS staff could have a positive impact upon patient care. As such there has been an outward focus recently on how other organisations have recruited for and nurtured such values within new and existing staff.Memorial Hermann Health System is one of the largest healthcare systems in the United States, and has been embedding values and behaviours over the last 25 years using the Hartman Value Profile (HVP) tool.
The Child and Adolescent Mental Health Service (CAMHS) integrated workforce planning tool was first developed as part of the CAMHS National Workforce Programme (2011) and has since been further developed by Cme in the Community, in partnership with the Child and Maternal Health Intelligence Network (ChiMat), where it is hosted.
Margaret Green has recently completed her level 2 Pharmacy Assistant Apprenticeship training. She had worked for five years at Huddersfield Royal Infirmary, and hadn’t really considered further education or becoming an apprentice.She shares her education journey that has been 30 years in the making.
Richard Evans completed the two year NHS Pre-Registration Trainee Pharmacy Technician programme in 2011.He joined the Apprenticeship scheme after a period of travelling. Having previously worked in the manufacturing industry, he had some good skills to bring to the NHS. Richards shares some of his experiences.
Prior to starting the Level 3 NHS Apprenticeship programme, Gavin had been working as a level 2 dispenser in a community pharmacy for over a year, before which he had undertaken a full-time course at college.His community pharmacy employer recommended the Pre-registration trainee pharmacy technician programme, which he subsequently started at Sheffield College. While the course came highly recommended, he states that he gained more from it than initially expected.
Emma Handley is one of our latest trainees to complete the two year NHS Pre-Registration Trainee Pharmacy Technician programme and she took the time to share some of her experiences.
In 2012, The Walton Centre NHS Foundation Trust rolled out values-based competency interview questions for recruitment to clinical roles. These were developed by the Human Resources (HR) Department, to support recruiting managers and help ensure that new recruits exhibit and share the Trust’s five core values; caring, dignity, respect, openness and pride.These core values were developed by the staff in order to localise the NHS Constitution and provide the guiding principles that underpin everything the Trust does.
In 2011 East Cheshire NHS Trust, together with Eastern Cheshire Clinical Commissioning Group (ECCCG), Cheshire & Wirral Partnership NHS Foundation Trust and Cheshire East Council formed a partnership to facilitate integrated care for the population of East Cheshire.The Eastern Cheshire ‘Transforming Workforce in Partnership’ (TWIP) project now forms the initial work programme of the over arching Leadership, OD & Workforce workstream of the integrated care programme.