The following programme, one of the PMA ‘Excellence in….’ series acknowledges that the Human Resource role varies enormously in scope and responsibility within primary care and the healthcare sector. As such, we have split the programme into Sections and highlighted the difference between Transactional HR – the day-to-day employment processes and interactions which are the nuts and bolts of workforce management, and the more strategic responsibilities sometimes referred to as Transformational or Strategic HR which work towards long term goals and managing change.
The programme consists of 7 modules each made up of a varying number of units – 25 in total.
Following the introductory first module, which clarifies what the role entails, all further modules can stand alone and be studied in any sequence to suit the needs of the individual. Each unit includes a variety of resources and signposting to other sources which may prove helpful, including a number from NHS England and Improvement.
The 7 modules making up this comprehensive programme are all available and provide excellent value for money.
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Section One: Transactional HR
Module 1 – Welcome to Human Resources
This module introduces the professional specialism of Human Resource Management and how it has evolved from a largely administrative function to a strategic role. The way HRM can contribute to the business goals and success of an organisation is explored as is the role of HRM in developing and supporting the organisation’s vision and values.
This module consists of 3 units
Unit 1: What is Human Resource Management (HRM)?
Explains how this business specialism had evolved over the years into a strategic function and discusses some of the key tasks and competencies of this role.
Unit 2: Human Resource Vision and Values
Explores the role HR plays in developing, encouraging and upholding an organisation’s values and ensuring the vision statement reflects them.
Unit 3: Human Resource and Business Performance
Provides a brief introduction to the much broader topic of how HRM can make a visible and measurable contribution to the wider business goals and success of the organisation.
Module 2 – Employee protection
The 6 units of this large module begin to discuss in detail the key areas of the transactional side of HR – the policies, legal obligations and wider responsibilities of any manager accountable for a workforce. Core topics such as Equality, Diversity and Inclusion (EDI); Information Governance and Bullying are explored from the HR perspective. So too are the fundamentals of managing processes such as Payroll, Pensions and issuing Contracts, handbooks and policies. In line with the recent digital development in healthcare, there is also a unit describing some of the key aspects of the digital transformation of service delivery in primary care and its impact on the workforce.
Module 3 – Employee behaviour
Continuing with the transactional responsibilities of HR – this module considers the key areas which have a direct influence on the behaviour and experiences of the workforce. How the HR function manages such issues as attendance, discipline, performance redundancy, TUPE and parental rights is crucial. This module includes a range of resources, templates and scenarios in addition to detailed explanations of best practices.
Module 4 – Tools of the trade
An accomplished HR Manager requires a range of support, tools and resources and this module discusses the variety of options available for outsourcing part or all the HR functions and if that would be appropriate for the organisation. The second unit explores some of the business data intelligence and analytics which are available in primary care and the NHS to support reporting and decision making in areas such as workforce planning.
Section Two: Right People, Right Skills, Right Place
Module 5 – Planning, selection and development
In this module, we move on from focusing on the regular day-to-day processes of human resources to considering the functions with more strategic and long-term implications.
This module is vital for anyone involved in mapping workforce requirements, working with the ARRS roles and designing, preparing and recruiting their workforce for the future.
This module consists of 4 units
Unit one: Workforce planning and design
Explores the components of workforce planning at both an operational and strategic level including workforce redesign and offers a range of modelling tools to assist.
Unit 2: Recruitment and selection
Dedicated to the entire recruitment and selection process starting with defining vacancies through sourcing, screening and selection to onboarding. It includes several sector-specific examples of competencies and job specifications in addition to recruitment campaign toolkits. Different styles of interview are discussed and example questions are provided.
Unit 3: Talent management, retention and employee engagement
Considers the entire talent management cycle and how effective employee retention and engagement strategies can have a positive impact on your organisation and service.
Unit 4: Learning and development
Discusses how to create a culture of learning and development and the important role it plays in ensuring your organisation has the skills and new ways of working required for the future. It signpost a range of support available from the NHS and other agencies.
Module 6 – Workforce wellbeing
An integral part of maintaining the right people at the right time is ensuring that the workforce is healthy and feels supported and valued. Now, more than ever, HR has a pivotal role to ensure staff wellbeing, resilience and mental health are all high on the business agenda. This module looks at the ongoing impact of, and recovery from, the effects on the healthcare workforce of the COVID pandemic and explores some of the national recommendations and strategies to provide support. It contains a range of resources including handouts, questionnaires, guides and checklists from key healthcare and people management sources.
It consists of 3 units:
- Employee stress and wellbeing
- Workforce mental wellbeing
- Employee resilience
This module is an ideal first step for any manager wishing to extend their knowledge of the impact of stress and burnout on their employees and learn how to recognise the signals. They are then provided with suggested approaches and interventions to manage stress and promote wellbeing and resilience at work.
Section Three: HR and Primary Care of the future
Module 7 – Change and leadership
The last two units of the programme are all about change! We consider the range of changes the health and care sectors have experienced recently, including Brexit and living through the COVID pandemic. We discuss the immense structural changes brought about by the introduction of Integrated Care Systems and cross-agency partnerships and the new service delivery models and the implications of personalised care. The emphasis is on the key role HR and People Managers play in supporting their organisations through change.
Finally, the programme completes with an overview of various leadership styles and those most appropriate for our sectors including a review of compassionate and collaborative leadership. We finish with a discussion of what HR can do to support and enable their leaders.
This programme will include a variety of activities and reflections to embed your learning and there will be the opportunity to create a post of activities and resources to support your CPD.
If you would like to know more, please contact the PMA Team at education@pma-uk.org or phone 0330 111 6459 and we will be happy to speak to you in more detail about how the PMA e-Learning Programme can benefit you.
Only £495
Duration: Flexible – estimated 50 hours learning time
Location: Online/blended learning
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All those working or intending to work in Primary Care HR
