Exit Procedures in Healthcare Organizations

The provided assignment content discusses the concept of human resource management (HRM) in the healthcare industry. It highlights the importance of HRM in contributing to organizational purposes, such as reducing employee turnover and promoting job satisfaction. The article also touches on the legal and regulatory framework that affects employment cessation arrangements, including lawful terminations based on contract, behavior, or time, as well as unlawful terminations. Additionally, it explores the relationship between motivation and rewards, citing various studies and research papers to support its claims.

Human Resource
Management

Table of Contents
INTRODUCTION......................................................................................................................3
1.1 Difference between personal management and human resource management...............3
1.2 The function of HRM in contributing to organization purpose in given scenario..........4
1.3 Evaluation of roles and responsibilities of line managers of different restaurant..........5
1.4 Analyze the impact of the legal and regulatory framework on human resource
management on Italian restaurant .........................................................................................6
TASK 2......................................................................................................................................6
2.1 Analyze the reasons for human resource planning in Social care home.........................6
2.2 Stages involved in planning human resource requirements............................................7
2.3 Compare the recruitment and selection process in two organizations.............................8
2.3 Evaluate the effectiveness of the recruitment and selection techniques in two
organizations..........................................................................................................................9
TASK 3......................................................................................................................................1
AC 3.1 Motivational theory and reward system in the organization.....................................1
AC 3.2 Job evaluation process and its factors.......................................................................1
AC 3.3 Effectiveness of reward system in the organization..................................................2
AC 3.4 Methods that are available to monitor the employee performances.........................3
TASK 4......................................................................................................................................3
4.1 Identify the reasons for cessation of employment with an organization.........................3
4.2 Employment exit procedures used by NHS hospital and St. Joseph Health Care Centre.
...............................................................................................................................................4
4.3 Examine the impact of the legal and regulatory framework on employment cessation
arrangements..........................................................................................................................5
Conclusion..................................................................................................................................5
REFRENCES.............................................................................................................................6

INTRODUCTION
Human resource management is preoccupied with the management of employees within the
system. This administrative division performs variety of activities from worker recruitment,
grooming and development to performance assessment of an individual worker at workplace. In
this aspect, four different scenarios have been taken to amended and understand the difference
between personnel management and human resource management (Brookes, Altinay and
Ringham, 2014). Moreover, the report also describes the consequence of the legal and regulatory
framework on human resource management in various situations. At the extremity of the report,
researcher would be able to identify the reasons for cessation of employment within company.
TASK 1
1.1 Difference between personal management and human resource management.
As per the case, David wants to open a brand-new Italian eating house chain of 10 Italian
restaurants called ‘Mamma Mia’ in London (Hawkins and Bohdanowicz, 2012). In this respect,
human resource consultant has been appointed to aid new business and present first-class client
service within qualify time. In order to train David about HRM policy, it is necessary for HR
consultant to provide clear difference between personal and human resource management.
Table 1: Difference between personal management and human resource management
Personal development Human resource management
 Conventional approach to manage
people within organization.
Modern-day approach of managing people.
 It concentrate on personnel
administration, worker financial aid
and labor relation.
It concentrates on acquiring, improvement,
motivation and upkeep of human resources.
 In this method, job designing is done
on the basis of division of working
class.
In HRM, job designing fulsomeness is done
on the basis of team work and squad work.
 Decisions are made by the top
administration by viewing rules and
regulations.
Decisions are made through heighten
employee's engagement and decentralization
functions (Kalivas and Volkow, 2014).
 It is a regular role and centering on HRM is a important role and it is taken up
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accrued production and satisfied
employees.
with all level of managers from top to bottom.
History of HRM
The main purpose behind developing HR policies was to better the working conditions.
During the First World War, changes were raised and women were recruited in big numbers to fill
the gaps left by men (Forray, Leigh and Kenworthy, 2015). After that, job of labor manager or
employment manager came into existence and large departments were made to handle absence,
recruitment, dismissal, queries over bonuses and other kinds of issues in a proper manner. With
the changes arise in economy and international market, a way of recruiting, retaining and
motivating employees were also changed.
1.2 The function of HRM in contributing to organization purpose in given scenario
As per the given case scenario of Italian restaurant, it is clear that organization will
require talented and proficient employees to carry out different activities in an appropriate
manner. In this respect, newly appointed HR consultant can appoint employees from different
roles that can be enlisted as follow (Brookes, Altinay and Ringham, 2014). Management
department of the restaurant will be able to perform record keeping, historical record of previous
action and measure employee relations. For example: Training related to house keeping and
cordial reception can be given to the restaurant staff and the their performance can be judged on
the basis of monthly evaluation basis.
Functions of Human Resource Management and their contribution in achievement of Mamma
Mia restaurant objectives are as follows: Recruitment– recruitment of Mamma Mia is an internal and external activity that ensures
having right people, in right place, at the right time. It includes perfect qualifications of
candidate according to the job description. This function of restaurant helps Mamma Mia
to work effectively and efficiently with the right manpower. It can be done through a
capability based interview and Modern tests (Hawkins and Bohdanowicz, 2012). Grooming and improvement- once the Mamma Mia restaurant gets the right person, the
right training should be given so the person could excel in his field. This helps the
managerial team of Mamma Mia to achieve its objectives. Human resources management
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helps in achieving restaurant goals through Group exercises, simulation as well as
carrying out on/off the job training methods (Kalivas and Volkow, 2014).
 Motivation- Once the restaurant had come up with right staff with good training, the only
thing left is motivation to achieve organisation goal. The methods for employee
motivation include Incentives, Bonuses, Promotions and increments in pay. These help
the restaurant to move forward to achievement.
1.3 Evaluation of roles and responsibilities of line managers of different restaurant.
A line manager is a HR specialist who performs day to day tasks and implements HR
initiatives. They are lower level managers. Their Roles and Responsibilities are; Appointment of hotel staff - Line managers create the restaurant culture for their teams
within the hotel. They perform day to day routine task. They manages the restaurant staff
and there overall profile. That includes their performance, fulfilment of task. Line
managers help the employee through motivation, helping the employee to get engage and
work for restaurant well-being. Performance Assessment of restaurant's employees- The line managers works on
employees strengths and weaknesses. According to that they maintain files and charts
showing the performance of each and every employee. These performance are then
measured through different methods for assessments (Kalivas and Volkow, 2014).
 Salary affiliated Performance - Line manager is a link between employees and top level
managers. A line manager aids the top level manager by showing the performance of
employee. In turn, it helps the talented employee to get more pay than an average
employee without any biases.
In context with the given Italian restaurant, the responsibilities to the line manager of Mamma
Mia usually head the safety committee. This committee makes efforts to keep the belongings as a
safe work place through proper policy and operation. To start different retail outlets of Mamma
Mia restaurant, they want workers, coach and HM trainees for diversion operations like skiing,
swimming, golf and fitness areas. To carry out these activities restaurant needs the line manager
(Hawkins and Bohdanowicz, 2012).
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1.4 Analyze the impact of the legal and regulatory framework on human resource management on
Italian restaurant
Impact of the legal and regulatory framework on human resource management on Italian
restaurant are: Equivalent Wage Act 1970: As per this law, it is responsibility of newly appointed HR
consultant to ensure that there is no discrimination with the employees in employment on
the basis of financial terms (Kalivas and Volkow, 2014). Minimum Pay Act: It is essential for organization to follow this legislation which
emphasizes on that employee gets a minimum wage rate per hour. By considering this
law, HR consultant of Mamma Mia restaurants will be able to provide fair wages to their
workforce as per the guidelines set by government (Brookes, Altinay and Ringham,
2014).
 Gender Discrimination Act 1997: According to this law, it is responsibility of
management of company to equal treat with their employees without any discrimination
at workplace. Indirect and direction discrimination on the basis of the age, gender and
their marital status are illegal in the UK (Forray, Leigh and Kenworthy, 2015). During the
recruitment of new employees, HR consultant of Italian restaurant must be followed this
regulation to decrease chance of discrimination at workplace. For example : advertising
related to Italian restaurant must not encourages gender biasness. For this they can
advertise the ad campaigns with a famous female social worker.
TASK 2.
2.1 Analyze the reasons for human resource planning in Social care home.
In the context of Social care home, environmental forces, human resource planning
process is beneficial for the health carer, doctor and support staff. It provides facility of assessing
requirement of health carer to perform social care home activities in a significant manner. To assist health care centre in handling new health related equipments- With
globalization, frequent changes in new health related equipments; in their methods of
production, distribution, and in management techniques. These changes need new health
care staff and skilled doctors who can handle these equipments. So, HRP helps the care
home to cope up with these changes (Hawkins and Bohdanowicz, 2012).
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 Shortage of health carer, doctor and support staff- Despite, the decade full of
unemployment, there is a shortage of health carer, doctor and support staff with proper
qualifications, skills, and ability. That is why human resource planning is needed
(Brookes, Altinay and Ringham, 2014).
 Casual Vacancies- There are so many uncertainties with health carer, doctor and support
staff in a health care centre such as, uncertain death, physical inability, etc. hence human
resource planning is needed for smooth functioning of the care home.
2.2 Stages involved in planning human resource requirements.
Steps involved in human-resource-management are follows: Analysing Organizational Objectives-The first and foremost step involved is setting the
objective and making strategy accordingly. These objectives include meeting the target,
fulfilling sales, budget making, etc. Inventory Of Present Human Resources- The second step is getting information
regarding the employees such as their capacity to work, potential, performance, which
should be analysed (Kalivas and Volkow, 2014). Forecasting Demand and Supply- Then the market research is done. Number of
candidate needed, there qualifications, skills and aptitude are then tested. Their job
profile, job evaluation is keenly done. There should be proper matching of job description
with job specification, and the profile of the person should be suitable to it (Forray, Leigh
and Kenworthy, 2015).
 Estimating Manpower Gap- Once the demand and supply is seen, manpower requirement
are then evaluated. That means the vacancies are filled according to comparison between
demand and supply. Two type of manpower:
1. Surplus – it means if employees are more than needed so terminations are done.
2. Deficit- it means if less of employees are employed then addition of human resources are
done. Action Plan- This is the step where actual plan gets executed. If there is a surplus or
deficit, accordingly the manpower is terminated or employed respectively (Hawkins and
Bohdanowicz, 2012).
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 Monitoring And Feedback- Implementation of HRP takes place. The plan is finally
monitored and any deficiencies are then corrected and fulfilled. In other words,
comparisons are made between the actual plan and HRP (Brookes, Altinay and Ringham,
2014).
2.3 Compare the recruitment and selection process in two organizations
Company Recruitment Selection
NHS
hospital
 To fill the vacant
position, hospital has
built internal talent
plan.
 If health carer, doctor
and support staff will
meet internally then
training and
development program
is developed.
 Both internal and
external sources are
used for recruitment
such as E-recruitment
method, external
vacancy board and
employee referral and
many more (Forray,
Leigh and Kenworthy,
2015).
 Appoint head health
carer, doctor and support
staff for recruitment
 People who have
interested in hospital job
can directly approach
hospital with their CV.
 Proper list of candidates
are prepared in which
information about
candidate select and
waiting list are
mentioned.
 If vacancy is still vacant
then suitable candidate is
call for further recruited.
St. Joseph
Health
Care
Center.
 HR management of St.
Joseph Health Care
Center promotes career
opportunities on its
 Use Online recruitment
system
 Shortlist appropriate
candidates for interview
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dedicated careers
website.
 Job analysis and
description of new
candidates.
 St. Joseph's online
recruitment process to
enhance speed and
efficiency of
recruitment.
 Effective use of social
media (Brookes,
Altinay and Ringham,
2014).
at St. Joseph Reality’ or
‘St. Joseph Magic
assessment center
 Training and
development is provided
 Offering competitive
salaries and benefits.
 Opportunity to progress
their career
2.3 Evaluate the effectiveness of the recruitment and selection techniques in two organizations.
The effectiveness of recruitment and selection processes have followed in NHS hospital
and St. Joseph Health Care Center can be compared on the basis of different parameters.
Comparison parameters NHS hospital St. Joseph Health Care
Center
Recruitment policies and
procedures
Relay on conventional
Lucid
Highly depended on modern
or online recruitment system
Highly lucid
Job description and
analysis
Standardized format
More focus on experience
rather than education
High priority is given to
education and qualification of
candidates
Recruitment methods Both internal and external
source of recruitment are used
Both internal and external
source of recruitment are
used.
High priority is given to
external method and online
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method.
Assessment centers  Recruitment is
done within the
hospital.
 Different types
of tests of
candidates such
as
Psychological,
psychometric,
aptitude and
practical tests
are conducted.
It was developed St.
Joseph Health Care Center
Reality assessment center to
conduct recruitment and
selection processes (Hawkins
and Bohdanowicz, 2012).
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TASK 3
AC 3.1 Motivational theory and reward system in the organization
Motivational Theories: It plays an major role in increasing the employees productivity
through increasing their workforce skills and knowledge. Maslow and Herzberg motivational
helps the organization in motivating their staff to a great extent. According to the Maslow,
workers can be motivated through satisfying their needs. It includes basic needs, security needs,
social needs, self-esteem needs and self recognition needs (Munn-Giddings and Winter, 2013).
Basic needs can be fulfil through providing better work place, regular payment and other
personal belonging needs. Security needs can be fulfil through providing other future and non
monetary benefits such as pensions and health allowances. Under the social needs company
should promotes team and group working. However, self esteem needs can be met through
promotion and appraisal system on the basis of the performance. At last, recognition need relates
to the recognition of worker skills and knowledge and personal development plans (Tittel, 2011).
On contrary, Hergberg theory tells that organization should improve the hygiene factors that
create satisfaction to the employees. It can be done through providing better workplace, good
salary and other monetary and non monetary benefits. Further, the factors that create
dissatisfaction among the employees should be eliminated. As per the given scenario the business
is organising an support day for all the existing clients so as to encourage the staff. This in turn,
helps to create better management of all the available human resources.
Reward: It is also used by the businesses for enhancing the workers performances through
motivating them. Employees can be rewarded through providing their interested work, improved
salary, outstanding performance award, discount cards, holidays, retirement benefits and
travelling and conveyance allowances (Bellassai and et.al, 2014). Moreover they can rewarded
on the basis of their performance and productivity. Both the motivational theory and reward
system helps to retain the workforce for a longer period.
AC 3.2 Job evaluation process and its factors
Job evaluation: It is a process of classifying the work into various jobs in order to determine
their relative values or worth. The process of job evaluation consist different stages. Initially the
organization describes a variety of jobs. Then after organization analyse that which kind of jobs
are important for analysis and evaluation purpose. Job evaluation can undertake through using

different tools such as job ranking, job grading, factor comparison and point rating (Furtado,
Aquino and Meira, 2012). Therefore, it is necessary for the businesses to select the appropriate
method through which job evaluation can taken place. The most important method that are used
by the organization is job classification. Under which jobs are separated into under different
sections through different criterion. It helps in identifying the required skills and knowledge for
performing the given tasks to construct the pay structure.
2

Factors: Different factors affect the job evaluation process in different manner. It is greatly
impacted by the worker skills, knowledge, efforts and their working experience. Skills can be
developed through training and development programme. Moreover, their communication skills,
problem solving skills, mental and physical capabilities are also influenced it to a great extent.
Further, the allotted work nature also impacted it (Furtado, Aquino and Meira, 2012). High
complexity nature of work can generate high prices. Work responsibility for directing,
instructing, guiding and training the personnel also affect the pay structure of the company.
AC 3.3 Effectiveness of reward system in the organization
Reward system: The motivated employees can perform better as compared to demotivate
workers. Through making an effective reward system compny can motivate the employees on a
regular basis so as to enhance their performance.
Effectiveness of reward system under two different working environment
Manufacturing industry: Under the manufacturing businesses workers can be rewarded on the
basis of number of unit produced. Moreover, they can be rewarded through on the basis of time
taken for prodcing each unit. In addition, workers can be paid extra wages for the excess
production than decided (De George, 2011). Further, bonus and overtime payments can be
implemented for his purpose. Through providing all this benefits business can enhance their
productivity and getting higher level of satisfaction. It helps in increasing the business
profitability for the future period.
Software development company: Provident fund, health benefit and insurance benefits can be
provided to the employees. Moreover, the outstanding and star performance award can be given
to the skilled or qualified employees. Further, they can rewarded through promotion from one
destination to another. The other important tools are providing holidays, discounted cards,
increasing their remuneration (Brennan and Perkins, 2012). On contrary, performance based
incentives can be given for this purpose. It helps in motivating the business staff and improving
the worker performance. It helps in ensuring the business growth and business sustainability for
long term period.
AC 3.4 Methods that are available to monitor the employee performances
Organization needs to determine the worker performance for rewarding them.
Performance measurement tools are applied by the businesses for such purpose. It can be
identified through various informal and formal ways. Informal meetings and formal appraisals
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provide a direct way to monitor the employee progress. Target settings also can be used by the
enterprises. Under this, the employees who perform more than set targets are founded more
skilled than others (Iwasaki, Michiko and et. al, 2014). Moreover, regular staff meeting is the
another way so as to determine the worker development. Reporting prospectus also can be used
under which the leaders reported their subordinate performances to the management. A variety of
key performance indicator can be structured for reporting purpose. On contrary, observation,
conversation, and self monitoring tools are also available to the businesses. Project plans and
checklists can be used under the self monitoring instruments. Further, through reviewing work in
progress business can identify the regular performance of the employees.
TASK 4
4.1 Identify the reasons for cessation of employment with an organization.
Reasons for cessation of employment with a medium-sized firm that produces seasonal
greeting cards “Archies” are as follows: Incompetent job performance- if management of Archies is not happy with employees
performance, they have the right to terminate employee at any point of time. But before
termination or before firing them, Archies should point out there deficiencies (Brookes,
Altinay and Ringham, 2014). Greeting cards business Conditions- Due to dynamic environment and unfavourable
conditions, sometimes Archies has to face some difficulties such as low profits. In these
conditions company cannot meet there employees demand and so terminate them. Behaviour- Sometimes the behaviour of the employee creates problem for management
team of Archies. For example: some of the companies policies are not shown to the client
but the employee did the same. This makes a breach of contact and so termination
(Forray, Leigh and Kenworthy, 2015).
 No Punctuality- Archies policies states that, “leaves of employee without permission and
consideration leads to breach of contract”. This leads to termination.
As per the present case scenario, client runs a medium-sized firm that produces seasonal greeting
cards Reducing budget, performance, attitude and behaviour, dismissal of employees in wrongful
and unfair ways are the main reasons responsible for employee’s termination (Hawkins and
4

Bohdanowicz, 2012). In addition, an individual can terminate job due to resignation, retirement,
termination of contract and etc.
4.2 Employment exit procedures used by NHS hospital and St. Joseph Health Care Centre.
Begin transfer of health carer, doctor and support staff knowledge, document the health
carer, doctor and support staff's key impressions, complete operational responsibilities and
conduct a proper health carer, doctor and support staff exit interview to solve their issues. Exit
procedure follows in NHS hospital is very simple as compared to St. Joseph Health Care Centre
and employee has to give 15 days’ notice period to the manager. Further, by making positive idea,
manager will try to identify the reasons of resignation (Kalivas and Volkow, 2014). Elaborating
them: Knowledge Transfer Question-These questions are related to transfer of job or any
related promotion in job. Vital knowledge of the health carer, doctor and support staff's
cannot be lost. This is the reason why transfer of knowledge is necessary in hospital like
NHS hospital and St. Joseph Health Care Centre where there are large number of staff
(Forray, Leigh and Kenworthy, 2015). Responsibilities Related To Operation- Before leaving of the support staff, the practical
details of departure is done such as software clean from the personal laptops, office keys
is return, I-cards given back, data erased, salaries account of the employee is closed etc.
As there are large number of health carer, doctor and support staff's are there in these
hospital (Brookes, Altinay and Ringham, 2014). Standard Exit Survey- This survey is related to the health carer, doctor and support
staff's. For example: Is he happy with the past staff?, reason of leaving the hospital, etc.
Then these data reliability is been checked with the the statistical data.
 Face To Face Interview- lastly, face to face interview is taken for the health carer, doctor
and support staff's well-being and the improvement needed in the hospital regarding other
staff, working conditions (Hawkins and Bohdanowicz, 2012).
5

4.3 Examine the impact of the legal and regulatory framework on employment cessation
arrangements
Impact of legal and regulatory framework on employment cessation arrangement are: Lawful Termination - these terminations are based:
1. On The Basis Of Contract- in this type, the contract gets terminated once the employees
complete the work for which they were hired. Overall these termination leads to
efficiency an effectiveness in the organization. Where all the targets are achieved
(Brookes, Altinay and Ringham, 2014).
2. On he basis of behaviour- different individuals come from different background to
complete organizational goal. Some employees behaviour such as absenteeism, not
punctual, not having good relations with other employees, etc creates problem in the
organization. So termination is the option left. These lawful termination does not affects
the organization working.
3. On The Basis Of Time- In this type, the employees can be terminated once once they
serve the given notice period. That notice period can be 30 days to 3months.
 Unlawful terminations- Unlawful terminations such as a company at loss, fire its
maximum employees without the notice period. These terminations affects the goodwill
of the company (Hawkins and Bohdanowicz, 2012).
CONCLUSION
It can be concluded that HRM is an overall function of management that helps in
contributing to organizational purposes. Motivation theories and exit procedure are followed
within enterprise can be helpful for firm in term of reducing employee turnover. In addition, legal
framework is followed within company also influence performance of companies and staff-
members associated with company. How is job evaluated in these companies and other factors
determining pay. There methods to monitor employee performance. There reasons for cessation
of employment and there legal issues.
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REFRENCES
Books and Journals
Hawkins, R. and Bohdanowicz, P., 2012. Responsible hospitality: theory and practice. Oxford:
Goodfellow Publishers.
Brookes, M., Altinay, L. and Ringham, K., 2014. Successful implementation of responsible bus
Janta, H., 2012. Responsible hospitality: theory and practice. Anatolia. 23(1) pp.133-135.
Forray, J., Leigh, J. and Kenworthy, A. L., 2015. Special Section Cluster on Responsible
Weiner, B., 2012. An atributional theory of motivation and emotion. Springer Science &
Business Media.
Kalivas, P. W. and Volkow, N. D., 2014. The neural basis of addiction:a pathology of motivation
and choice. American Journal of Psychiatry.
Dörnyei, Z. and Ushioda, E., 2013. Teaching and researching: Motivation. Routledge.
Holley, D., 2012. Student attitudes to socially responsible business: a case study of mine workers
in Chile. Social Responsibility Journal. 8(2). pp.174-185.
Ferrell, O. C. and Fraedrich, J., 2014. Business ethics: Ethical decision making & cases. Cengage
learning.
De George, R. T., 2011. Business ethics. Pearson Education India.
Brennan, L. L. and Perkins, R. D., 2012. Can Virtual Mentors Add Value to Business Ethics
Education? A Case-Based Exploratory Study. Journal of Business Ethics Education. 9(2).
pp.165-192.
Iwasaki, Michiko and et. al, 2014. Ripple Effects of a Minority Leadership Training Program.
Beyond its target. 22(4). pp.203-268.
Bellassai, R. J. and et.al, 2014. Leadership training in physician assistant programs. A survey of
program directors. 44(5). pp.128-201
Munn-Giddings, C. and Winter, R., 2013. A handbook for action research in health and social
care. Routledge.
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Aveyard, H. and Sharp, P., 2013. A Beginner's Guide to Evidence-based Practice in Health and
Social Care. Uk social care. 23(45). pp.248-301.
Steventon, Adam and et al., 2013. Effect of telecare on use of health and social care services:
findings from the Whole Systems Demonstrator cluster randomised trial. Age and ageing.
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