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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