Asset 1
logo
NHS People Plan
Back to previous page
Business Challenges
Interim NHS People Plan

Start a Conversation

Click through the boxes below to discover... how to Evaluate your current use of ESR functionality, identify what you need to Consider when exploring the ESR solution, and outline how you can Take Action, to expand your use of the solution to gain maximum efficiencies.

Download in PDF format

Evaluate...

The following questions will help you examine what your learning and development strategy delivers for your employees; Do we plan our educa...

The following questions will help you examine what your learning and development strategy delivers for your employees;

  1. Do we plan our education offering to meet demands?
  2. Do we have accurate compliance reporting?
  3. When did we last conduct a training needs analysis?
  4. Does our current e-Learning offer off-site training?
  5. What do we need from a Learning Management System?
  6. Do I understand our current LMS system and its functionality? 

Consider...

Consider how your learning and development strategy is impacted by other factors; What do I consider to be the current cha...

Consider how your learning and development strategy is impacted by other factors;

  1. What do I consider to be the current challenges in providing learning and development to our workforce?
  2. Do we comply with current national streamlining advice and best practice?
  3. Is our Learning & Development plan in line with STP activity and expectations? 

Take Action...

To help you formulate a clear plan of action that supports your learning and development strategy and planning we recommen...

To help you formulate a clear plan of action that supports your learning and development strategy and planning we recommend you initiate the following:

Arrange a meeting with your Head of Learning and Development / Learning and Development Manager.

Key questions:

  1. Do we have sufficient knowledge of the OLM and competency offering in ESR?
  2. What is out current OLM and competency usage?
  3. Have we fully explored and evaluated the ESR Learning and Development functionality?

 

Arrange a meeting with your Assistant HR Director / Head of Workforce / ESR Lead.

Key questions:

  1. What is our expectation in terms of Learning and Development offering for our workforce?
  2. Do we evaluate how effective and satisfactory our current Learning and Development offering is?
  3. How does ESR fit into our Workforce Strategy?
  4. Are we getting the maximum benefits from ESR?
  5. Should we look to increase our use of ESR?
  6. Do all our professional users, employees and managers use the ESR portal?
  7. Have we looked at how ESR can support our cost improvement plans with back office processes?
  8. Are we developing our utilisation of ESR to benefit our workforce?
  9. Are all our corporate functions using ESR?

          

To access key information and resources to support Start a Conversation click on the icons below

Business Challenges

When assessing the skill-mix of your workforce, the following questions are relevant and can be addressed by using ESR:

  1. Do you know your current and future workforce needs?

  2. Are you providing the right level of training, to the right staff, at the right time, to meet the needs of the service?

  3. Is your training content up to date to meet the latest regulations?

  4. Does your training schedule respond to the training needs of your workforce that varies throughout the year?

  5. Are you nurturing your workforce to work responsively, in a range of settings, and across organisational and professional boundaries?

  6. Do you have the workforce intelligence to respond to the changing landscape of the NHS, including new models of care and Sustainability and Transformation Partnerships?

Latest Resources

To discuss the functionality available in ESR, to undertake an ESR Assessment on your current and potential usage, or for further information, advice and support please contact your local NHS ESR Functional Account Manager.