Research Paper on:
Primary Care Trust and Personnel Issues

Unformatted Sample Text from the Research Paper:
and delivers the services or produce goods. This the same for commercial organisations who have the goal do profit and market share, or for non-profit making organisations such as health  authorities, where the goals are the health of the population and measured in terms of delivery of service. One organisation; the Kensington and Chelsea Primary Care Trust has some specific  challenges when seeking to ensure the personnel strategies are able to gain the most form their employees. This is an inner London health care trust, like many national health environments  there is a culture of over work, poor conditions and a reliance in the good nature and commitment of the staff to the goals rather than to the organisation. The  lack of motivation has resulted in high staff turnover and the increased use of agency staff to compensate for ongoing staff shortages. Personnel procedures will be found in the  healthcare trusts own general guidelines, but can be seen to reflect the general NHS culture. However, the full details are not publicly available. In order to consider how the general  policies do and do not work there can be consideration of the practices as well as the theories that underlay them. In looking at how grievance and disciplinary procedure form  a part of an organisation there is a need for a broader view. From the initial impressions given and the way they are followed up as well as the general  culture in which they take place. The personnel procedures are likely to begin with the recruitment process. As there is a constant turnover of staff. This means that the  recruitment lifecycle will be in several stages at any point in time. However, as many of the functions are contracted out, such as cleaning, these are not staffing issues that