Human Resource Management in Healthcare

Human Resource
Management in
Healthcare

Table of Contents
INTRODUCTION ..........................................................................................................................1
LO1 .................................................................................................................................................1
P1 Factors to be considered when planing and undertaking the recruitment of staff in
healthcare setting.........................................................................................................................1
P2 HR management teams could ensure staff are retained in own healthcare setting................2
M1 Impact on healthcare setting of poor management of recruitment process..........................2
D1 Critically reflect recruitment and staff retention processes ..................................................3
LO2 .................................................................................................................................................3
P3 Performance monitoring systems available to management .................................................3
P4 HR department supports staff through complex and difficult processes...............................4
M2 Critically assess challenges faced in implementing system of support and monitoring of
staff..............................................................................................................................................5
D2 Evaluate the potential impact on healthcare setting of a lack of HR monitoring and support
.....................................................................................................................................................5
LO3 .................................................................................................................................................5
P5 Compare different legal responsibility of HR department in recruiting or retaining staff....5
P6 Ethical responsibility that HR departments have with regard to their staff...........................6
M3 Critically analyse the relationship between legal and ethical responsibilities of HR
departments ................................................................................................................................7
D3 Need for healthcare organisation to comply with current HR guidance and legislation
using examples of breaches in employment law.........................................................................7
LO4 .................................................................................................................................................7
P7 Current mandatory training requirements of own setting for workers in different roles......7
P8 Benefits of continuing professional development planning to individuals, teams and
settings.........................................................................................................................................8
M4 Evaluate own role in training of staff in own setting ..........................................................9
D4 Critically reflect the plan of CPD to improve own and staff training and development.......9
CONCLUSION ...............................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
Human resource management in healthcare plays an important role and plays a complex
function in planing, communicating, recruiting, forecasting, hiring new candidates, rewards,
performance appraisal, training and development. These combination of functions directly
affects the satisfaction and care of patient. This report is based on the St. Patricks which is
established for nursing care. It includes process involved in the recruitment of staff relevant to
own setting and how they manages staff and monitored and supported on regular basis. Further it
recognise the legal and ethical responsibility of human resource manager and at last it helps in
planning for learning requirements relevant to managing staff. It is very essential to recruit and
retain the employees and satisfied them with healthy and clean working environment in the care
home(Brewster, Mayrhofer and Farndale, 2018).
LO1
P1 Factors to be considered when planing and undertaking the recruitment of staff in healthcare
setting
Human resource manager refers to a strategic management approach that is very effective
for the individual person and the employees who are working in the organisation that give
productive results and competitive advantage for the firm. It is very helpful in designing the staff
members performance and their goals so that they easily accomplishing the task on time. It
includes various activities like recruiting, selecting, performance appraisal, compensation,
training and development etc. by working all this factor St. Patrick achieves all the target on a
specific time. There are some factors that should be considered at the time of planning the
recruitment of employees(Sparrow, Brewster and Chung, 2016). Increased retention - Human resource manager of St. Patrick firstly focus on the
problems and issues that was faced by the current employees and solve this problem by
fulfilling the needs of the staff members so they achieve the goals with good
performance. Retaining the old employees is the best source and it is very cost effective
but if the worker leave the organisation than manager can plan the recruiting the
employees. Budget – In recruiting the employees human resource manager can make a budget and
time frame on the basis of which they do their work so there is less use of cost and
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recruiting process can be done in limited time frame. Proper planning for financial terms
and time frame is very essential(Guest, 2017).
 Work experiences – It is one of the best aspects of recruiting the employees in St. Patrick
where experiences and knowledge id very important in completing the task. For this
manager can take interviews on telephones which consumes less time and covers many
people.
P2 HR management teams could ensure staff are retained in own healthcare setting
Employee retention is one of the prominent factor that human resource manager can
focus. Improving the employee retention and reducing the worker turnover helps in avoiding the
wastage of cost on recruiting new candidates. In St. Patricks nursing home, human resource
manager can ensure that staff are retained for long time for this they follow some factors and
strategies that are as follows(Shamim and et. al., 2016). Provide Proper Training – Human resource manager focuses on giving proper training to
their staff members so that they achieve the goals and task. Because of proper training
session every employees understand their job requirements easily and this helps in
retaining in the St. Patrick staff members. It also helps in productive work of an
employees which is very important(Stone and et. al., 2015). Install a positive culture- In St. Patrick human resource manager follows a proper values
and culture like positive attitudes, unde4rstanding communication, honesty, excellence,
respect to every employees and their teamwork. If a healthcare company follows a right
culture this helps in retaining the employees because they satisfy with the working
environment and their job position and work.
 Make staff member feel valued- In St. Patrick manager can valued their employees so
that they feel more responsible and get productive outcomes of their work which make a
sense of worth of their jobs. It also helps in making believe in their current work and
helps in the good use of their skills, knowledge and recognition for the contributions in
doing the task.
M1 Impact on healthcare setting of poor management of recruitment process
Poor recruitment methods badly affect the healthcare settings in St. Patrick nursing home.
It can be measured in following ways that are explained below.
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 Scarcity of qualified employees – The basic problem that is faced by the human resource
manager is recruiting the skilled and experienced employees that helps in retaining them
for longer time. Decreases the qualified and experienced nurses and physicians in the
nursing home effect the patient satisfaction. To solve this problem manager can give
training and create a enticing benefits package that is very helpful in making the work.
 Race for new grads – In St. Patricks, human resource department facing the problem in
recruitment process is that there is great healthcare providers and for hiring this nursing
home invest more money and time for this this create a problem in managing the setting
and work properly(Rees and Smith, 2017).
D1 Critically reflect recruitment and staff retention processes
It should be critically evaluated from the above maintained information is that retaining
the employees and recruiting the right candidates helps the nursing home to give the productive
results in their services. For instance manager provide proper culture, honesty and clean working
environment so they retain their employees for longer time and it is very cost effective for the
firm.
LO2
P3 Performance monitoring systems available to management
Performance management -Performance management refers to a activity of ensuring the
overall performance of an employees in completing and achieving the task on time. It
mainly focus on the department, one particular employee and the processes to manage and
organise the particular task. In St. Patrick, human resource management examine the every
staff member performance and their ability of doing a work in the
organisation(HaddockMillar, Sanyal and Müller-Camen, 2016).
 Performance monitoring system -It is an important factor to evaluate and measure the
performance of an individual performance in the working place. St. Patrick human
resource manager follow this process to monitor the overall working performance of an
employees that are as follows. Checklist – It is the essential term to human resource management in St. Patrick nursing
home that helps in monitoring the performance of an individuals in the healthcare sector.
For this they leave their employees in open rooms for negotiation and make them ready
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to take difficult decisions. This will improve the performance of the worker and
achieving the task on time(.Zibarras and Coan, 2015). Track progress towards operations objectives – By using this application Human
resource manager of St. Patrick nursing home track the progress of every staff member in
a way how they are working, ability and capabilities of an individual and by this they
monitor the performance towards the achieving the objectives.
 Feedback – By taking feedback from their employees is the best part to monitor the
performance and their contribution in doing a particular task. Feedback motivates the
team mates to work in a effective and efficient manner. This will helps in retaining the
current working staff member(Ahmad, 2015).
P4 HR department supports staff through complex and difficult processes
Human resource manager in St. Patrick, assists their employees in difficult situation for
this they adopts some methods and solutions to their problems so it retain the employees for long
time and they work with more productively and proficiently. For instance, human resource
manager can take some initiatives that are explained below. Dealing with safety and health - St. Patrick manager can supports their employees
problems that they will face in the current working processes. For this they provide better
safety and healthy environment to their staff members in the work place so that they work
with more efficiency and effectively and achieve the goals on time. Conflict management- To reduce the problems related to the employees conflict in
completing the task and achieving the goal in the St. Patrick, human resource
management can focus on the behaviour and attitudes of an individual employees an
listen their problems very carefully and make a friendly relation with their employees so
their share their problems comfortably. This will retain the employees and increase their
performance. Payroll issues, salary and compensation- It is the biggest issue that the staff member can
face in doing the work and because of this they leave the healthcare sector. For this
human resource manager of St. Patrick can give their employees a “employee self-
service”. Where they mark their leaves, download online payslip on their web portal. This
will encourage the employees performance(Van De Voorde and Beijer, 2015).
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 Complaints, suggestions and feedback- This is the prominent issue of St. Patrick
employees that they cannot share their problems, complaints and feedback to their
employers and superior. For this human resource manager can communicate to every
employees who are working in the nursing home and take them proper feedback and
provide a valid solutions to them.
M2 Critically assess challenges faced in implementing system of support and monitoring of staff
There are many challenges that was faced by the St. Patrick human resource manager in
organisation and evaluating the staff members that are as follows. Limited funds and staff resources – The major problem that was faced by the manager
of the St. Patrick is the availability of limited funds and and low staff resources affect the
performance of doing the task. To overcome this problem manager can make proper plan
and effective communication that helps in retaining the worker in the company.
 Inefficient monitoring and evaluation practices- Because of ineffective and non
manageable activities and function in the organisation creates a big challenge in front of
the St. Patrick manager. To overcome this manager can properly planing the activities
and taking time to time feedback(Meuer, 2017).
D2 Evaluate the potential impact on healthcare setting of a lack of HR monitoring and support
It create a major impact on the staff members and setting in the healthcare setting because
there is a problem in monitoring and supporting the HR in the sector. It increases the
absenteeism of employees and it also decrease the productivity of their work in the working
place.
LO3
P5 Compare different legal responsibility of HR department in recruiting or retaining staff
There are some legal laws and responsibility that a human resource management
department adopts at the time of hiring and retaining the employee in the workplace that are as
explained below. Equality act 2010- It refers to that act that is used in securing the people from
discrimination at the work place who work in the company and in the society. According
to this law manager mainly focusing on the abilities and capabilities of an individual
rather then their colour, caste, sex, region, and other factors. In St. Patrick Human
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resource manager can follow this act at the time of recruiting the candidate so they
motivates the people and attract many peoples that helps in fulfilling the vacant position
in the working area of healthcare. For instance, to recruit the employees in their company
so the person will be satisfy for this(McCann and et. al., 2015).
 Equal pay act – Human resource management of St. Patrick use this law to fulfil their
responsibility regarding the retaining the employees in the healthcare sector. In this they
equally pay every staff members who are working in the business environment according
to their abilities and capabilities and individual performance. In this manager does not
discriminate the person who work same but they pay equally this will encourage workers
to work effectively and efficiently(Ogbonnaya and Messersmith, 2019).
 Working time directive – This law is based on the EU legislation that supports the health
and safety of workers by setting the work hours in minimum requirements. Human
resource management of St. Patrick is manages the time hours of an employees so they
work very efficiently and this helps in retaining the employees. In this they provide a
proper working environment and clean place so that every staff members work
productively.
P6 Ethical responsibility that HR departments have with regard to their staff
Human resource department are ethical responsible for promoting and improving the
performance of employees and fostering justice and fair deals for their staff members. In St.
Patrick nursing care follows and apply some ethical responsibility in regards to their workers that
are explained below. Prioritize professional development – The main responsibility that a human resource
manager can follow in respect to their staff members so they do not retained in the
company. For this manager of St. Patrick can take a proper responsibility of payroll,
recruiting, compensation, benefits this helps in maintaining the relations with the workers
in the working environment. In this they regularly develops the professional skills by
continuous knowledge and regularly using advanced technology(Stander and et. al.,
2015).
 Understand conflicts of interest- Conflicts among the staff members are the major
problem that was arise in the St. Patrick nursing home. Understand the issues of
employees and their problem and listen them carefully is the best way to retain the
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workers. For this they does not discriminate employees on the basis of gender, caste etc.
for such instance they examine the favouritism and fair recognition that is based on an
individual performance. Properly follow this ethics helps in retaining and improving the
performance of the staff members.
M3 Critically analyse the relationship between legal and ethical responsibilities of HR
departments
Basis Legal responsibility Ethical responsibility
Key attributes It is the main responsibility of
HR manager to follow the
proper laws that helps in
increasing the performance of
an employees so they properly
attend their patient in the St.
Patrick
It is related to the legal laws
which the HR follow and
according to that they make
ethical code of conduct to
maintain the decorum in the
company and increase the
productivity.
Managing work Because of proper legal laws
they manages the whole work
very prominently.
Using behaviour and legal
ethics in the company helps in
maintaining the work and
achieving the task.
D3 Need for healthcare organisation to comply with current HR guidance and legislation using
examples of breaches in employment law
It is very important to compare the present guidance using the breaches of employment
law. In this St. Patrick follows some guidance that helps in maintaining the problem
related to staff members. For this take take proper legal actions after knowing the fraud,
timely pay the salary and payslip so they work very efficiently and effectively(Carter and
et. al., 2017).
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LO4
P7 Current mandatory training requirements of own setting for workers in different roles
Mandatory training refers to a that where every employees believes to carry out their
work safely and properly and in a very effective manner that is not legally required but for
maintaining the business ethics and for healthy environment. Human resource manager in St.
Patrick currently give training to their staff members so that they attend their patience effectively
and the patient can be satisfied by treatment. There are some mandatory training that are as
follows. Health and safety training – It is the essential training that was giving by the experts
people to the staff members of St. Patrick nursing care. It is related to the safety and
which is widely important for all the employees. Because in healthcare, if they do not
focus on the health and safety of employees than they do attend their patience effectively. Manual handling - It ensures that the human resource manager of St. Patrick gives the
training of handling the health issues which is present among the employees. So that this
helps in attending the patient carefully and in emergency situation.
 Food safety and hygiene – It is one of the mandatory training that was giving by the
human resource manager in St. Patrick to their employees so that they properly take their
lunch and with very hygienic way. It shows the staff caring(Marchington, 2015).
P8 Benefits of continuing professional development planning to individuals, teams and settings
Continuous professional development refers to the function of analysing the knowledge,
skills and experience that was gain in both terms i.e. formal and informal terms. St. Patrick
human resource manager used this to improve the individual and team setting performance, their
skills and knowledge.
Benefits of continuous professional development for individuals and teams Achieves the career goals- The main benefit of CPD for a person is that it helps in
maintaining the career goals by enhancing their knowledge and skills in a particular
department.
 It helps in build confidence- Trump card of CPD for an individual person in St. Patrick is
that it helps in increasing and improving the confidence so that they will do their work
very productively and efficiently(Gospel, 2015).
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 Boost morale and motivation – It helps in boosting and encouraging the employees
morale of doing the task in the St. Patrick. In this human resource manager plays an
important role in reducing the problem of conflicts.
M4 Evaluate own role in training of staff in own setting
It helps in increasing and enhancing the knowledge of a human resource manager so that
they easily communicate with their employees. It also helps in developing the motivational level
of using new advanced technology by using that they make changes in the healthcare sector.
They give their most of the time in the training session so they maximise the proficiency and
helps in recruiting the new employees and retain the old experience one(Guest, 2017).
D4 Critically reflect the plan of CPD to improve own and staff training and development
From the above maintained benefits of CPD it should be noticing that to applying this
theory staff members and the whole healthcare sector improve and enhance their
knowledge and skills. This will helps in improving their role in their job and helps in
productively work(Banfield, Kay and Royles, 2018).
.
CONCLUSION
From the above maintained project human resource manager plays an important role in
the healthcare sector. In this they apply various techniques and application to retain and improve
the performance of a staff members. In this HR manager can use performance management
application so they properly analysing the facts and figures and the individual performance of an
employees so they allot task according to the skills and abilities. For proper analysing they use
legal and ethical laws that helps in maintaining the environment of business and the healthcare
because using proper laws in this sector helps in maintaining and improving the individual
performance and reducing the retaining. At last it shows the benefit of using continuous
professional development to enhance the skills and knowledge of an individuals.
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