Human Resource Management in Health Care Sector

This essay discusses the role of human resource management in the healthcare sector, focusing on factors in recruitment and staff retention. It also explores the impact of poor management, the importance of monitoring systems, and the legal and ethical responsibilities of HR departments. Additionally, it highlights the need for healthcare organizations to comply with HR guidance and legislation.

Human Resource Management in
Health Care Sector

Table of Contents
TASK 1............................................................................................................................................1
INTRODUTION..............................................................................................................................1
MAIN BODY...................................................................................................................................1
Potential factors when planning and undertaking the recruitment of staff in your healthcare
setting.....................................................................................................................................1
Role of HR management teams to ensure staff are retained in your healthcare setting.........1
Impact on healthcare settings of poor management of recruitment processes.......................2
Highlight the importance of monitoring systems available to management, and critically
analyse the challenges faced in implementing systems of support and monitoring of staff.. 3
Outline different legal responsibilities of the HR department when recruiting or retaining
staff.........................................................................................................................................3
Critically analyse the relationship between legal and ethical responsibilities of human
resources departments and the impact on staff being managed.............................................4
Need for healthcare organisations to comply with current HR guidance and legislation using
current examples of breaches in employment law.................................................................4
CONCLUSION................................................................................................................................4
TASK 2............................................................................................................................................5
Covered in PPT.......................................................................................................................5
REFERENCES................................................................................................................................6

TASK 1
INTRODUTION
Human resource management refers to a practice of managing manpower of an organisation in
proper manner. It includes the use of formal system to maintain sufficient amount of employees
with desired skill, abilities and knowledge in an organisation (Siegel and et. al., 2017). This
project is based on NHS which is an effective healthcare organisation working at large level to
deliver care facilities in the whole country. It includes group of institutions formed to together in
the year around 1948 to provide range of care services for welfare of people. In context of this
essay, it will focus on
MAIN BODY
Potential factors when planning and undertaking the recruitment of staff in your healthcare
setting.
The planning for recruitment of employees is required conduct the same effectively which
facilitate to hire appropriate staff in healthcare settings. It includes number of factors which are
required to be consider at the time of planning and carrying out the process of recruitment such
as experience, potential, hard skill, sift skills and cultural fit in healthcare organisation. Basically,
it is necessary to consider optimum and appropriate use of funds as well as other resources to
conduct recruitment (Karamitri, Talias and Bellali, 2017). It is required to make sure limited use
of funds to gain desired outcomes and formulate an effective plan of action by mentioning
desired skills and experience so that appropriate candidate should be hired. In context of NHS, it
is observed that many of staff has left their jobs due to which HR manger should prepare a list of
vacant positions in organisation along with relevant criterion of candidates which facilitate to
select correct employees. It consist the important facto of placing an effective advertisement
related to vacant job positions to gain desired applications of staff members.
Role of HR management teams to ensure staff are retained in your healthcare setting.
HR manager can be defined as a person with responsibility to plan, direct and coordinate with all
the administrative functions of specific institution. It includes their specific skills and abilities to
focus on desired organisational goals and objectives to direct efforts for employees and make the
work done in required manner. Meanwhile, it is observed that HR management team plays an
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important role to manage staff members by making several strategies along with motivating them
to retain in the organisation. In respect of NHS, the HR management team has specific roles to
developed encouraging strategies for retention of employees in which some of them are given
below.
Employee motivation: The HR manger should established effective motivating strategies like
providing incentives, certification and word of appreciation which helps to improve morale of
staff. It will facilitate to maintain motivation factors among employees of NHS for retaining
them for a long period of time at work which is favourable for organisation productivity.
However, it will save money spend on recruitment and selection process as well as increase
productivity on regular basis (Gkorezis, Georgiou and Theodorou, 2018).
Performance appraisals: This is an important factor which is also helpful to retain employees to
make the understanding about their growth or learning in organisation. The performance
appraisal includes to set standards of performance on healthcare an record actual working of staff
for comparison. Meanwhile, the HR manager in NHS should provide words of appreciation to
employees with better productivity and make people aware of their weak performance along with
providing them training to learn various skills for improving their abilities. It will facilitate to
make employee feel important and develop future opportunities through learning that results into
employee retention.
Job rotation: The people get bored for working similar work at same place for a long time due to
which they think to quit the job. In these cases, the HR manager should follow the strategy of job
rotation where employee did not get bored and develop flexible skills and abilities to work more
effective as well as efficiently in clinical settings. Moreover, it will help in employee retention as
they think that better learning is favourable to have bright and successful future.
Impact on healthcare settings of poor management of recruitment processes.
The recruitment process is an important activity of healthcare organisation to hire appropriate
staff for conducting clinical procedures effectively. It is necessary to have well experienced and
skilled employees to deliver appropriate and better quality of treatment service for wellbeing of
people (Mousa and Othman, 2020). Basically, it is observed that poor management of
recruitment process impact negatively on clinical process and condition of patients getting
treatment in NHS. Thus, some of these impacts are explained further:
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Lost productivity: The poor management of recruitment results into appointing people with
limited skill and lack of knowledge at vacant positions which is responsible to create a condition
having wrong conduct of practices or no productivity by them. It develops a situation of wasting
the time which becomes critical in healthcare settings because delayed services or wring services
develops risk of complications for clients in NHS.
Increase work pressure: The poor recruitment management is responsible for developing work
pressure on senior employees which is a problematic condition to deal with every sick individual
properly (Sagah Zadeh and et. al., 2018). It is accountable to create a situation when senior staff
faces difficulty to manage patients staying in critical condition units of NHS.
Poor quality of services: The poor management facilitate to hiring of wrong candidates and
inappropriate appointment at designations which facilitate to reduce the quality of services. It is
responsible to develop complications and delayed services create problems of clients staying in
normal words so that recruitment process must be appropriate in healthcare settings.
Highlight the importance of monitoring systems available to management, and critically analyse
the challenges faced in implementing systems of support and monitoring of staff.
The monitoring systems is favourable to in management to monitor the weaknesses and strength
of an organisation to manage operational procedures in appropriate manner. Monitoring system
is important for management for increase the productivity along with enhancing the utilisation of
hardware in an organisation. It is also significant to ensure optimum use of available resources
and reducing wastage in NHS by employees. The implementation of monitoring system develops
several challenges like employee resistance, insufficient cots and lack of information to staff
about its necessity in organisation. It includes several other challenges like stakeholder buy-in,
logical frameworks, legislations, technological shortfalls and timelines in terms of supporting &
monitoring staff (Roh and et. al., 2016).
Outline different legal responsibilities of the HR department when recruiting or retaining staff.
The legal regulations are helpful to carrying out different operational and administrative
activities of an organisation in correct way. In context of NHS HR department, they are
responsible to make sure about the institution to be remaining complaint with present law of
employment at the time of recruitment of candidates. However, it includes the legal duty of
communicating employees further bout any kind of modifications happen with the respective
department and handing internal matters of an organisation. It is very important for HR
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department to investigate about harassments, discrimination or gross misconduct with any staff
member. They should make sure to provide desired amount of salaries and wages to employees
which was promised to them at the time of recruitment and selection by considering relevant law
of the country.
Critically analyse the relationship between legal and ethical responsibilities of human resources
departments and the impact on staff being managed.
The legal responsibilities include to follow laws and regulations formulated by government
because it helps to improve clinical practices along with avoiding misconduct with patient. Apart
from this, the ethical principles and factors are responsible to facilitate efforts in correct direction
and deliver correct services for patient welfare along with behaviour properly with them
(Armstrong, Landers and Collmus, 2016). However, the legal and ethical responsibilities are
related to each other as they focus on similar aspect of conduct in accurate operational and
clinical conduct in order to deliver desired treatment facilities for wellness of an individual.
Moreover, legal and ethical responsibilities impact positively on HR department of NHS to
manage staff member proper and encourage them to work with mutual understanding and
cooperation.
Need for healthcare organisations to comply with current HR guidance and legislation using
current examples of breaches in employment law.
The healthcare organisations like NHS has requirement to comply with HR guidance and
legislations to hire appropriate candidates and establish effective strategies for making them
encouraged as well as employee retention. For example, a condition when an employer fails to
fulfil duties mentioned in contract at the time of recruitment for which HR guidance is necessary
in healthcare institutions for proper handling of employees. For instance, an employer doesn’t
pay appropriate wages according to the agreed working hours and early discussion of contract for
which legislation should be used for further assistance to solve entire situation.
CONCLUSION
The above essay has been concluded that HR management department plays a important role for
managing sufficient employees in healthcare organisation with desired skills and abilities. It
includes their responsibility to follow legislations and use effective strategies for employees’
retention in an organisation.
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TASK 2
Covered in PPT
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REFERENCES
Books and journals
Siegel, J.D. and et. al., 2017. Management of multidrug-resistant organisms in healthcare
settings, 2006.
Karamitri, I., Talias, M.A. and Bellali, T., 2017. Knowledge management practices in healthcare
settings: a systematic review. The International journal of health planning and
management, 32(1), pp.4-18.
Gkorezis, P., Georgiou, L. and Theodorou, M., 2018. High-performance work practices and
nurses’ intention to leave: The mediating role of organizational cynicism and the moderating role
of human resource management-related educational background. The International Journal of
Human Resource Management, 29(3), pp.465-484.
Mousa, S.K. and Othman, M., 2020. The impact of green human resource management practices
on sustainable performance in healthcare organisations: A conceptual framework. Journal of
Cleaner Production, 243, p.118595.
Sagah Zadeh, R. and et. al., 2018. Alert workplace from healthcare workers’ perspective:
behavioral and environmental strategies to improve vigilance and alertness in healthcare
settings. Herd: Health Environments Research & Design Journal, 11(2), pp.72-88.
Roh, C.Y. and et. al., 2016. Linking emotional labor, public service motivation, and job
satisfaction: Social workers in health care settings. Social work in public health, 31(2), pp.43-57.
Armstrong, M.B., Landers, R.N. and Collmus, A.B., 2016. Gamifying recruitment, selection,
training, and performance management: Game-thinking in human resource management.
In Emerging research and trends in gamification (pp. 140-165). IGI Global.
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