Human resources and finance model management to enable a major change programme at the NHS
- OverviewRead more
The NHS National Programme for Information Technology (NPfIT) is a ten year programme that will reform the way the NHS uses information and hence improve services and the quality of patient care. Moorhouse was asked to develop a way forward for driving the programme and implementing the new NPfIT operating model. As part of the organisational restructuring, we were asked to develop a bespoke HR and finance resource model. Our model acted as a master database for confirming the HR and employment cost data provided by multiple stakeholders. Our model was instrumental to the transfer of over 200 NHS resources and was able to control and manage the risks and challenges encountered during the migration process.
- Our client's challengeRead more
In 2006, the National Audit Office recommended the optimisation of the NPfIT governance arrangements, structures, processes and commercial arrangements. Moorhouse was tasked with developing a way forward for driving the repositioning of the programme and implementing the new NPfIT operating model. As part of the organisational restructuring work to migrate staff and capability from NHS Connecting for Health (CFH) to the ten Strategic Health Authorities (SHAs), Moorhouse was tasked to develop a bespoke HR and finance resource model.
- Our responseRead more
The bespoke HR and Finance Model involved the following:
- Detailed the HR and employment cost information for the current and post migration requirements;
- Provided 'one version of the truth' with a validated list of staff migrating from NHS Connecting for Health (CFH) to other business units;
- Generated valuable management information through ad hoc HR and employment cost reports.
The model acted as a master database for confirming the HR and employment cost data provided by multiple stakeholders. Our team was responsible for developing and updating the model as well as co-ordinating the various stakeholders to finalise the database.
- The value to our clientRead more
This model was instrumental to the transfer of over 200 NHS CFH resources, and informed the processes required to physically transfer personnel and related assets. It also determined the degree of corporate support services required by SHA's post migration. It gave NHS CFH and the receiving organisations:
- The ability to generate ad hoc financial and HR reports by SHA, organisational function or contract type;
- A breakdown of staff information and employment costs by geography, type of employment contract and function;
- A financial model that estimated the budget allocations of each SHA and resource profile that estimated the monthly allocation of budgets for the financial year;
- Change control mechanisms to ensure an appropriate audit trail for the confirmation of migrating staff details and related budgets.
Overall, the HR and Finance risks and issues were some of the most challenging within the overall change programme and had the most visibility at CEO level. Our team not only provided a mechanism for controlling these risks, but also managed the process through targeted one to one dialogue and meetings.
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