Modernising Medical Careers: A Case Study

UNIVERSITY OF NICOSIA
ORGANIZATIONS & HUMAN RESOURCE MANAGEMENT

MODULE CODE: MBAN-609DE

ASSIGNMENT 1

BY:
PERFECT MAWUNYA DEKU

SEPTEMBER-OCTOBER
2014

INTRODUCTION

Modernising Medical Careers according to Wikipedia is a programme designed to provide postgraduate medical training for medical personnel in the United Kingdom. Introduced in 2005, the programme was designed to serve as a better platform for medical personnel seeking to attain the position of ‘consultant’. It has been widely postulated that the HR practices and policies of the organisation were contributors to its inability to execute its core mandate.
This study seeks to identify the core mandate of the MMC and to describe its role at providing training
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Specific strategies on the other hand address the actual plans aimed at implementation of policies in fields such as talent management, learning and development, knowledge management and resourcing. It is thereby evident that overarching strategies tend to develop the actual human resource to enable them perform their duties. This may be in sync with ‘aligning roles to people’. Specific strategies seek to develop areas in other to set systems in place for personnel to follow through.

MODERNISING MEDICAL CAREERS

Modernising Medical Careers (MMC) according to Wikipedia is a programme for postgraduate medical training introduced in the United Kingdom in 2005 to replace the traditional grades of medical career before the level of consultant. The name refers to both the programme offered and also to the organization formed to take responsibility of its implementation across the United Kingdom.

MODERNISING MEDICAL CAREERS (MMC) HUMAN RESOURCE MANAGEMENT STRATEGIES.
The MMC was an initiative pioneered to cater for medical needs by providing relatively better medical training to medical personnel yet to attain the stage of ‘consultant’. This programme was intended to provide intensive and transparent educational pathways for doctors pursuing the medical
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The onus lies on the HR to ensure that the publicity of an organisation be favourable. Such publicity affects the quality of employees it attracts. Favourable publicity tends to make an organisation very attractive. Most people seeking jobs would be attracted to the good public image an organisation possesses.
The MMC has developed a rather bad publicity status which seeks to undermine its capability to attract suitable numbers of junior doctors to undergo the training process to attain the grade of consultant. Prospective employees including qualified trainers are not motivated to offer their services as they tend to be negatively inclined in their assessment of the MMC. They view the MMC as the last resort in seeking job opportunities. Several of the MMC personnel have even resigned stating several negative conditions as the circumstances surrounding their resignation. Paramount amongst them is Professor Tooke.
This bad publicity stems out of the negative reviews of the MMC that has been transmitted over several media channels. Prospective employees are inclined to view the MMC as a poor place to ply their trade.
The House of Commons in their assessment of the MMC described the complicated organisational structure of the MMC. This goes to illustrate that HR within the MMC lacked the right systems to coordinate its

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