Human resource Management in Healthcare

This study discusses the importance of human resource management in healthcare, covering factors to consider during recruitment, role of HR in retaining staff, impact of poor management, legal responsibilities of HR, relationship between ethical and legal responsibilities, and need for compliance with HR legislations in healthcare. It also includes a CPD plan for staff training and development.

Human resource
Management in
Healthcare

Table of Contents
INTRODUCTION.......................................................................................................................................3
TASK 1.......................................................................................................................................................3
Main Body...................................................................................................................................................3
Factors need to consider at the time of planning recruitment of staff in healthcare setting......................3
Role of HR management team in retaining staff in healthcare setting.....................................................4
Impact of poor management of recruitment process on healthcare setting...............................................4
Discuss importance of monitoring system available to management, and also describe the challenges
faced at the time of implementation of system to support and monitor staff............................................4
Legal responsibilities of HR department during recruitment and retention of staff.................................5
Outline relationship between ethical and legal responsibilities of HR department along with the impact
of staff being managed............................................................................................................................5
Discuss need for healthcare organization to comply with existing HR legislations and guidance by
using current example of breach in employment law...............................................................................6
TASK 2.......................................................................................................................................................6
Covered in PPT.......................................................................................................................................6
CONCLUSION...........................................................................................................................................7
REFRENCES..............................................................................................................................................8

INTRODUCTION
Human resources are crucial part of organization who perform assigned roles and
responsibilities with an aim to realize the set goals in an efficient manner. In healthcare, it is
important to hire, select potential candidates so that they can provide best and superior care to
patients. The present study is based on NHS which is well known public sector health care
organization based on UK. It offers ample of health related services to the people of UK so that
they get cure in timely manner (Kim and et. al., 2016). The present study is classified in two
parts in which first comprises different factors related to planning and recruitment of staff, role
of HR management teams, impact of poor hiring process, legal responsibilities of HR managers
in healthcare setting, association between legal and ethical responsibilities of HR departments
and so on. Definition, benefits, principles, relevance and more have been included in the second
part along with a CPD plan for improving performance of own and staff training & development.
TASK 1
Main Body
Factors need to consider at the time of planning recruitment of staff in healthcare setting
Recruitment is concern with hiring potential and qualified individuals in meeting with
predefined goals (Durai, 2016). In healthcare, it is really imperative to hire suitable people who
are able to undertake different roles and responsibilities of healthcare in rightful manner. For this
purpose, some elements which need to consider by NHS during staff recruitment are mentioned
as under:
 There is requirement to promote vacant position through appropriate advertisement ny
which, it is easy for healthcare organization to get higher number of applications which
further help in order to select qualified, suitable and talent individuals to work in
organization in an effective manner (Lohaus and Habermann, 2019).
 Apart from this, healthcare managers need to set quality standards in order to measure the
performance of applicants during selection process. For this purpose, they are required to
set suitable method for screening and selecting potential candidates.

The above mentioned plan and preparation are really helpful in making the recruitment
process successful within healthcare setting. By this, healthcare organization can hire potential
and qualified candidates for proving quality services and care to patients.
Role of HR management team in retaining staff in healthcare setting
HR management team is responsible to taking care of all the staff requirements and makes
them comfortable with the environment so that employees stay in company till longer duration.
For gaining this objective, HR team is required to follow practice:
 It is the role of HR team of NHS that they maintain positive and effective work
environment where employee feel comfortable while working as work environment is a
crucial component of employee retention.
 In addition to this, it is required by HR team to provide appropriate solutions of issues
faced by staff so that there are no grazes at work place. It is helpful in building strong
relationships between superiors and subordinates which is vital for growth of company
and retention of employees as well (Wehrmeyer, 2017).
 For retaining work force in respective organization, HR team is required to provide
appropriate motivation by monetary and non monetary ways.
Impact of poor management of recruitment process on healthcare setting
It is analyzed that poor management of recruitment process put ample of negative
impacts over company wherein, authorities has to face consequences due to bad hires. If,
company remains incapable to recruit potential employees then it affect their productivity and
efficiency which further affect overall operations of health care organization (Lupo, 2016). In
healthcare setting, it is required to manage efficiency in recruitment process otherwise
organization might have to face serious implications in terms of competent employees leave the
company, reduction in turnover and many more.
Discuss importance of monitoring system available to management, and also describe the
challenges faced at the time of implementation of system to support and monitor staff
Monitoring system refers to the use of surveillance in order to track the daily
performance & activities of employees within healthcare setting. Continuous monitoring really
help in assessing the level of performance of staff members so that they healthcare managers can

arrange appropriate training programs for improving the efficiency of work force. However,
there are ample of challenges also faced by organization while implementing monitoring system
which are related with funds, resistance of employees and more. Sometimes, relationship of
superiors and subordinates also get affected due to this practice. Therefore, there is requirement
to install and implement monitoring system in an efficient manner for getting positive outcomes
(Wang and Hajli, 2017).
Legal responsibilities of HR department during recruitment and retention of staff
There are ample of laws have been formulated by higher authorities which need obey by
HR managers while recruiting and retaining staff. It is the responsibility of HR department to
apply all the necessary laws in healthcare setting. In this regard, necessary laws are mentioned as
under:
Workplace discrimination law: This law has been formulated in order to minimize
differentiation among work force in terms of race, color, creed, race, sex, gender and more. It is
the role of HR department of healthcare organization to maintain such an environment at work
place where each and every employee gets similar opportunity of growth (Sharma and Dhar,
2016).
Employee Benefit: For hiring as well as retaining talented people for longer period of
time, it is required to provide appropriate benefits to employees such as insurance, provident
fund, loans and more.
Therefore, there are legal responsibilities of HR department which need to fulfill by them
in predefined manner. For this purpose, HR managers are required to apply different laws and
regulation for recruitment and retention of qualified employees for longer period of time.
Outline relationship between ethical and legal responsibilities of HR department along with the
impact of staff being managed
Human resource department is primarily responsible to deal with the issues and concerns
of human resources at work place. It is concern with the activities related to manpower planning
and development where implication of ethics is really important. Here, HR department takes care
of compensation, benefits for well being of employees and they also put utmost efforts in order
to maintain better work environment which is ethically right (Nelissen, Forrier and Verbruggen,

2017). On other side, HR managers also imply laws related to employee benefits, compensation,
equality at work place, workplace discrimination and more. Main aim of these laws is to ensure
the well being and development of staff. Hence, there is strong association between ethical and
legal responsibilities of HR department. There is requirement to fulfill both the roles and
responsibilities in an efficient manner in order to ensure well being and development of staff.
Discuss need for healthcare organization to comply with existing HR legislations and guidance
by using current example of breach in employment law
There are ample of rules, regulations and laws have been formulated so that HR manager
of healthcare organization can fulfill their roles and responsibilities in an effective manner.
According to the existing guidance and legislations, HR managers need to take care of well being
and growth of employees (Tarcan and et. al., 2017). It is their duty to provide appropriate
compensation to staff and not fire them before providing prior notice. Employment law is a
document which includes terms and conditions of employment that need to obey by both the
parties. In current scenario, NHS is firing employees for the purpose of cost cutting. This step is
against the employment law. So, HR department of respective healthcare organization are
required to follow all the necessary HR legislations and practices to maintain positive and better
environment at work place.
TASK 2
Covered in PPT

CONCLUSION
It is stated with above mentioned information that human resource management is a
crucial practice which is used in healthcare setting in order to hire and retain talented people for
providing better and effective care to patients. There is discussion regarding importance of
recruitment planning and retention along with the HR legislations and its relation with ethical
responsibilities of HR department in healthcare organization. Further, it is also important to
monitoring performance of staff in order to get positive results in future period of time. Apart
from this, CPD plan has also been prepared to train and develop staff members in an efficient
manner.

REFRENCES
Books and Journals
Durai, P., 2016. Human resource management. Pearson Education India.
Hollnagel, E. and Braithwaite, J., 2019. Resilient health care. CRC Press.
Kim and et. al., 2016. When do employees cyberloaf? An interactionist perspective examining
personality, justice, and empowerment. Human Resource Management, 55(6), pp.1041-
1058.
Lohaus, D. and Habermann, W., 2019. Presenteeism: A review and research directions. Human
Resource Management Review, 29(1), pp.43-58.
Lupo, T., 2016. A fuzzy framework to evaluate service quality in the healthcare industry: An
empirical case of public hospital service evaluation in Sicily. Applied Soft Computing, 40,
pp.468-478.
Nelissen, J., Forrier, A. and Verbruggen, M., 2017. Employee development and voluntary
turnover: Testing the employability paradox. Human Resource Management
Journal, 27(1), pp.152-168.
Sharma, J. and Dhar, R.L., 2016. Factors influencing job performance of nursing staff: mediating
role of affective commitment. Personnel Review.
Tarcan and et. al., 2017. An analysis of the relationship between burnout, socio-demographic and
workplace factors and job satisfaction among emergency department health
professionals. Applied nursing research, 34, pp.40-47.
Wang, Y. and Hajli, N., 2017. Exploring the path to big data analytics success in
healthcare. Journal of Business Research, 70, pp.287-299.
Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.