Unit 29 Human Resource Management in HealthCare

This article discusses the importance of human resource management in healthcare settings, potential factors to consider when planning and undertaking recruitment, the role of HR management in staff retention, the impact of poor recruitment management, legal accountabilities of HR departments, and the need for healthcare companies to comply with HR guidance and regulations.

UNIT 29- HUMAN RESOURCE
MANAGEMENT IN HEALTH CARE

Table of Contents
INTRODUCTION.....................................................................................................................................3
TASK 1.......................................................................................................................................................3
Potential factors when planning and undertaking recruitment of worker in healthcare setting................3
Role of human resource management teams to assure staff are retained in NHS.....................................4
Impact on health care settings of poor management of recruitment procedures.......................................4
Highlighting significance of monitoring systems accessible to management and challenges faced in
implementing systems of monitoring and support of staff.......................................................................5
Outline different legal accountabilities of human resource department when hiring or retaining workers
.................................................................................................................................................................5
Critically analyze relationship between ethical and legal accountabilities of HR departments and impact
on staff being managed............................................................................................................................6
Need for healthcare companies to comply with existing human resource guidance and regulation
utilizing current examples of breaches in employment law.....................................................................6
TASK 2.......................................................................................................................................................7
Covered in PPT.......................................................................................................................................7
CONCLUSION..........................................................................................................................................7
REFERENCES..........................................................................................................................................8

INTRODUCTION
Human resource management is defined as set of effective administrative practices that
effectively manage worker’s performance in a company. It also considers as procedure of hiring,
selecting and inducting employees within organizations that help achieving set aims. The current
assignment will be based on NHS, which falls under the category of leading health care service
providing companies in the world. The study will explain potential forces when planning and
recruitment is undertaking regarding worker in healthcare setting. It will justify role of HR
management teams and impact of poor management in the context of recruitment process on
firm. Furthermore, the report will clarify importance of monitoring systems and critically
examine challenges face in system implementation. It will define outline of legal accountabilities
of human resource section, relation between their legal & ethical accountabilities and need for
firms that operate under health care sector to comply with current HR legislation and guidance
using breaches in employment law.
TASK 1
Potential factors when planning and undertaking recruitment of worker in healthcare setting
Recruitment and selection are one of the most essential and beneficial procedures for
which human resource management within NHS may accountable. While planning and
conducting practices related to hiring of few staff members, there are several factors that HRM
may take into their consideration and these are;
Limited financial resources-
It is the main factor that human resource manager regarding selection and recruitment
may consider first, because it enables them to develop plan according to budget (Pessach and
et.al., 2020).
Profession or occupation-
It is important for them to also focus on this element while developing plan to hire new
staff at workplace within NHS, as it may allow them to recruit right person who may perform
with existing workforce.
Legislations-

HR manager while continuing overall procedure may take employment legislations as a
factor into their consideration, which permit them to take management away from legal matters.
Organizational needs-
Just like above factors, they may also effort to determine needs of NHS related to staff,
which permit them to hire right people at right position without any confusion.
Wages-
While planning and recruiting few new members for healthcare setting, HR manager may
consider wage of individual person and develop plan before hiring candidates.
Role of human resource management teams to assure staff are retained in NHS
HR management groups play vital role in the context of retaining workers in healthcare
setting by developing effective strategies and plans as well as using approaches. They may
consider varied things to make assure that workers are retained. For example, training is the best
way to retain skilled and talented people at workplace which may contribute to reduce high
employee turnover within organization that is the main concern of board of members (Tasavori
and et.al., 2021). This approach made individual candidate capable to perform specific duty, for
which they effort to do in effective manner. It allows them to feel happy and satisfy with their
work, and also boost morale which drive their attention towards retaining with firm instead of
leaving.
They may ensure that employees are retained in health care setting by considering their
efforts and hard work regarding aim achievements, which allow management to develop new
methods to make their attempts continue in process. They may effort to enhance their
motivational level by offering performance appraisal facilities at workplace, it made each worker
capable to take high extent interest in health care setting.
Impact on health care settings of poor management of recruitment procedures
Ineffective management of hiring procedure may put negative impact on health care
settings in the context of NHS. It may lead to decrease organizational productivity and
performance level, which negatively influence in future activities and success of company. On
the other hand, it may put positive impact on similar activity in term of driving attention of

management towards improving poor management of recruitment which may affect health care
setting ineffectively. For purpose of improvement, human resource management may take
several approaches into their consideration like use of effective management & leadership styles.
Highlighting significance of monitoring systems accessible to management and challenges faced
in implementing systems of monitoring and support of staff
There are variety of performance monitoring systems may accessible in the world of
health care in regard to management, which manager within NHS utilize. For instance,
iMonitorSoft EAM is one of those monitoring software’s that HRM within organization may use
to monitor the performance of workers. This kind of software may play significant role to
analyze need for further training and development of employees (Maltseva, 2020). Monitoring
systems like chosen one and other are important because may help to automatically detect and
tract workers risk and inappropriate way of work as well as behavior such as essential documents
be copy and sent.
Challenges-
Lack of leadership-
Human resource management may face this challenge while taking action to implement
monitoring systems at workplace to support and monitor worker’s performance, due to lack of
leadership directions and guidance (Serhani and et.al., 2020).
Lack of communication-
It is another challenge that HRM may face during entire process of implementing systems
of monitoring and support of each candidate due to lack of communication among people. It may
lead to decrease the performance of employees and restrict them to work for long with NHS,
which is not beneficial for organizational productivity.
Outline different legal accountabilities of human resource department when hiring or retaining
workers
In term of legal accountability, HRM is accountable to prevent violations of federal law
during recruitment procedure, including at interview, application, and when suitable during
testing candidates’ skills as well as abilities. Another responsibility of human resource section

within NHS to conduct ethical practices in term of fair recruitment while hiring individual
candidate. They may consider the talent, experience and capability of person instead of focusing
on their color, age, race, gender and other dimensions (What are the legal accountabilities of
your human resources department, 2017). While conducting process of retaining or recruiting
worker, it is quite important for human resource department to take each legal accountability into
their consideration, just like above two. Complying with laws governing benefits and wages
such as Equal Pay Act 1963, is another legal responsibility that HR management may consider
and follow each step of it while hiring individual person. It made them capable to stay
organization way from legal issues or matters that may put negative impact on its image and
reputation within healthcare sector.
Critically analyze relationship between ethical and legal accountabilities of HR departments and
impact on staff being managed
Legal and ethical responsibilities of human resource departments may interrelate with
each other on the basis of outcomes. For example, whether it is ethical or legal accountability,
each drive the attention of HR manager towards conducting those practices that provide benefits
to them as well as NHS in term of reducing high employee turnover, and overcome
communication issue at workplace that impact candidate’s performance and business in negative
manner (Siddiqi and et.al., 2021). On the other hand, it may differ from each other in term of
implications, and understanding. Both terms may directly put positive impact on staff being
managed by human resource management. It may do so when management fulfil their
responsibilities in effective manner and conduct practices according to legal and ethical terms for
example, they may take action against workplace discrimination. While, it may negatively
influence worker’s performance management when people may feel discriminated by other
people like HR which is not good for health work area.
Need for healthcare companies to comply with existing human resource guidance and regulation
utilizing current examples of breaches in employment law
It is important for healthcare firms like NHS to comply with HR guidance & legislations,
because it made them capable to retain talented and skilled workers at workplace who may able
to contribute to gain competitive edge, improve living standard of local people and make their
health even better than earlier. For example, as a breach in employment law, it guided to HRM to

get a reasonable and justified compensation amount that may base upon actual loss incurred by
employers by such a breach. Furthermore, according to Equality Act 2010, as HR legislation, it
is essential that a company may take into their consideration because when they do not so then it
may consider as breach of an employment contract that occurs when firms fails to perform their
duties in term of pay fair wage to everyone. By complying with each law and terms of HR,
companies may grow continually and retain people for longer.
TASK 2
Covered in PPT
CONCLUSION
From above analysis, it has been concluded that by considering each potential factor
before recruiting and planning for staff recruitment within company, human resource
management has effectively set effective working environment at workplace and builds strong as
well as productive workforce that able to perform appropriately. Furthermore, it has been
determined that by conducting their practices according to legal and ethical concepts, human
resource management within health care organization has eliminated high employee turnover.

REFERENCES
Book and Journals
Adam, A.K., 2020. Modern Challenges of Human Resource Management Practice in Job
Placement and Recruitment Within Organisations in the African Continent. Journal of
Human Resource Management. 8(2). pp.69-75.
Maltseva, K., 2020. Wearables in the workplace: The brave new world of employee engagement.
Business Horizons. 63(4). pp.493-505.
Pessach, D. and et.al., 2020. Employees recruitment: A prescriptive analytics approach via
machine learning and mathematical programming. Decision Support Systems. 134.
p.113290.
Serhani, M.A. and et.al., 2020. ECG monitoring systems: Review, architecture, processes, and
key challenges. Sensors. 20(6). p.1796.
Siddiqi, Z. and et.al., 2021. The Relationship between Human Resource Management and
Corporate Social Responsibility: A Critical Review. Journal of Southwest Jiaotong
University. 56(2).
Tasavori, M. and et.al., 2021. Human resource capabilities in uncertain environments. The
International Journal of Human Resource Management. pp.1-27.
Online
What are the legal accountabilities of your human resources department. 2017. [Online].
Available Through: < https://www.justiceatwork.com/resources/2017/october/what-are-
the-legal-responsibilities-of-your-huma>