Human Resource Management Strategy

2005 revision of the Strategy approved by the PCT Board January 2003

AIMS

This strategy has 2 aims:

1. Express support to service planning and delivery, making clear the HR contribution
    to effective services for patients.
2. Local application of the national strategy "HR in the NHS Plan" in response to local priorities and needs.

This document is structured accordingly. Section 1 approaches the work from a patient perspective and will support service redesign. The work described in section 1 provides material for direct inclusion in the PCT's Workforce Plan. Section 2 approaches the work from a HR perspective and will permit performance monitoring of HR management in the PCT. Section 3 describes the performance management arrangements for the strategy.
These are long term aims. Each year there is a programme of work that moves us further towards the achievement of our aims.

HR RESPONSIBILITIES

The strategy addresses the whole spectrum of people management and is not restricted to the work of the HR function.
HR is everyone's responsibility. The Board and the PEC have a responsibility to provide leadership, setting the direction, providing support and modelling management style. The HR function provides frameworks and technical support to managers in accordance with the corporate lead. Line managers apply knowledge and skills in their day to day management activities.

LOCAL CONTEXT - THE AIMS OF BOLTON PCT

The PCT has developed an overarching corporate strategy and clear set of principles that will define and communicate its core business. This has been done through a bottom up process that includes all staff, independent contractor groups, partner agencies and the public. There is a key focus on a shift to primary care and on joint work with RBH and BMBC. The HR strategy and its annual action plans integrate with and provide support to that overarching corporate strategy.