HLSC606: Analysis of Human Resource Management in Aged Care Settings

This report examines human resource management (HRM) in aged care settings, focusing on strategies to enhance human and social capital. It begins with an introduction to HRM's importance in healthcare, followed by an analysis of relevant theories, including the employment cycle, and foundations for improving HR. The report explores the effects of strategic and human capital management in resolving HR issues, emphasizing the need for scanning both the external and internal environments. Key aspects like diversity management, equity, recruitment, performance, team building, and healthcare safety are discussed in detail. The analysis covers various HR challenges and provides potential solutions, including capacity building, effective delegation, and the importance of ethical practices. The report emphasizes the significance of diversity management, team management, and performance evaluation in promoting a positive work environment. The conclusion summarizes key findings and offers recommendations for improving HRM in aged care settings.

Management of Human and Social capital
in Aged care setting

Table of Contents
Table of Contents.............................................................................................................................1
Introduction......................................................................................................................................2
Analysis...........................................................................................................................................3
Theories and Foundations of human resource management in healthcare to improve Human
and social capital..........................................................................................................................3
Effects of strategic management and strategic Human capital management on resolving issues
of HR in Aged care settings.........................................................................................................5
Scanning of external environment for effective Human capital and social capital development
to resolve the HR issues...............................................................................................................5
Scanning of internal environment for effective Human capital and social capital development
to resolve the HR issues...............................................................................................................6
Managing equity and diversity in the organization in terms of planning, recruitment,
performance, team building and healthcare safety to improve human capital and social capital6
Conclusion.....................................................................................................................................10
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Introduction
Human resource management is one of the key concepts to keep sustainability in healthcare
organizations. The holistic development of the external and internal development, quality care,
safety measures and indulgence of nursing ethics, healthcare staffs recruiting and training and
quality care techniques depend on the effectiveness of the human resource development (Fasina,
2016). The quality aged care depends on the effectiveness and quality of the human resource
management and social capital management. The tasks of the human resource managed in an
aged care setting are to recruit efficient staffs, observance of the performance of the nursing care
staffs, the effectiveness of the quality care to the aged patients and the evaluating the
performance level of the staffs. The quality of care in the healthcare setting depends on the
ethical value of the nursing care staffs and the measurement of the organizational performance
(Ravenswood & Markey, 2017). The aim of this study is to evaluate effective human resource
strategies and social capital management theories for the development of quality care for the
aged people. It is notable that the quality and safety measure of the patient depends on the
effective performance of human resource management. The role of the human resource
management to resolve the human resource related issues will also be discussed in this study
based on the availability of the opportunities of the quality care context in the healthcare setting
of Australia (Kessler, Heron & Spilsbury, 2017). The internal environmental and external
environment of the healthcare setting regarding the Human resource problems will be analyzed
based on the existing performance of the healthcare professionals. Diversity management,
equality, recruitment and training process of the healthcare staffs will be analyzed in this study
based on the resolving different issues of the Human resource that occurs due to the above
parameters. The concluding parts of the study will summarize the whole concepts and focus on
some key recommendations on the improvement of human capital and the social capital of the so
that holistic development of the Human resource management in the aged care settings of
Australia can be done.
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Analysis
Theories and Foundations of human resource management in healthcare to
improve Human and social capital
The human resource of an organization is the main asset for any organization. In the aged care
healthcare setting, it is essential to have a proper human resource base. There are different
theories which may be applied to improve the foundation of human resources and social capital
(Timmins, 2013). One of them is the employment cycle is essential for human capital and social
development. The employment cycle theory consists of three phases those are essential for the
improvement of the human resource and resolving different issues of HR. (O’Keeffe, 2016). The
first phase is the establishment phase that comprises some key components.
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• Establishment phase: It consists of the human resources requirement according to the
organization settings. If the HR in the aged care setting is not compassionate then there will
occur different issues that will decrease the quality of service (Boutros & Laskey, 2018).
Sometimes it is seen Situation analysis is not properly done by the HR that results in fatal
consequences. By proper Job description to the HR this issues can be resolved. In the job
analysis, different posts are created for different kinds of jobs (Bradley, 2016). In aged care there
are different kinds of jobs like nursing professionals, the financial accounting team, doctors and
therapist are required and the technologist and other associated staffs are required. For these jobs,
the professionals need patience, management skills, empathy and passion which are the main
human Capital present. If the above skills are not present in the employees then different kind of
issues like miscommunication, lack of focus occurs among the HR (Waterworth, Willcocks,
Selfe & Roddam, 2015). Proper capacity building training and monitoring of the Staffs can
resolve this kind of Human resource problems occurring in aged care settings.
The behaviour of the employees in the aged care setting should be empathetic towards their
colleague. Proper communication should be present within the employees that will help to
enhance the social capital in the Aged care setting. (Boutros & Laskey, 2018).. (Bowden, 2013).
• Maintenance phase- The Maintenance phase of the employment cycle is another essential
phase that consists of the capacity building training for human resources according to the
requirement. This helps in improving the human capital of human resources. Due to lack of
proper capacity different kinds of issues arise within The HR like incompetency, lack of
communication and proper situational analysis (Bradley, 2016). Through proper capacity
building program, the employees in the aged care can develop the adequate skills and knowledge
so that the above-mentioned issues can be resolved and efficiency will increase. Recognition of
good work by the managers is essentials to motivate the human resource of the organization
(Bowden, 2013). Motivated employees work properly in a team that helps in decreasing the
communication issues of the human resource in the aged care setting.
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• Termination phase- If any issue arises in the planning or execution of the human resource
management plan to enhance the human capital and the social capital then it should be properly
taken care of by the competent authority in the management of the HR in the aged care setting
(Berlin, 2015).
Effects of strategic management and strategic Human capital management on
resolving issues of HR in Aged care settings
The strategic human capital management is very important in resolving the Human resource
issues in the aged care settings. The strategies those should be properly done are the delegation
of the work (Bowden, 2013). Proper delegation of work is necessary according to the strength
and key skills of the employees that enable the maintenance of the proper human resource
management without any key problems in aged care settings. Proper time management helps in
resolving one of the key issues of HR in the aged care setting (Willcocks, 2018). Equitable
distribution of work should be done among the Human resource. This will result in enhancement
of the human capital of human resource. Improve database management and documentation
system will help in improving the communication about information among the human resource
in the aged care setting
Scanning of external environment for effective Human capital and social
capital development to resolve the HR issues
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The external environment should be properly scanned in case development of proper human
resource policy for maintenance of the human and social capital the aged care settings. The
external environment of the human resource includes the educational status and the previous
work experience of the human resource (Olsen, Bryant, McDermott, & Ortinau. 2013).
Depending on this proper delegation of work can be done to avoid any mistakes of the HR. The
other external factors those have an influence on human resource management are the national
employment standards set by the government (Nkenyereye & Jang, 2016). During the
preparation of the action plan, it is essential to make compliance with the employee standards set
by the government. The holistic background of the human resources is checked that enable the
management to have a clear idea about the mentality of human resources. This analysis will help
to develop an effective human capital and social capital in the aged care setting (Willcocks,
2018). The human resources should be selected after analyzing the requirement of the aged care
setting to avoid any kind of HR issues. The external parameters of the HR should be checked
with the Job requirement to avoid any kind of HR mismanagement. This will increase the
efficiency of human and social capital in the aged care setting (Bowden, 2013).
Scanning of internal environment for effective Human capital and social
capital development to resolve the HR issues
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The internal environment and the factors are very important for proper implementation of the
human resource plan in the aged care setting. The analysis of the internal environment is
important to manage the HR issues properly in the aged care settings (Nkenyereye & Jang,
2016). These internal parameters mainly influence the social capital in the aged care settings.
The parameters of the social capital that should be analyzed are the work culture, proper team
management, and communication among the teams. These are the main human resource issues
that should be resolved in a proper way. (Olsen et al., 2013). The time management and team
communication are the essential issues that should be monitored properly. If the time
management by the proper delegation of the work is done according to the skills and knowledge
of the human resources that will result in enhancement of efficient team performance of the HR
(Berlin, 2015). This is the important components those should be monitored properly for
increasing the efficiency of the social capital in the aged care settings.
Managing equity and diversity in the organization in terms of planning,
recruitment, performance, team building and healthcare safety to improve
human capital and social capital
Maintenance of diversity in the organization signifies the ethical responsibility of the healthcare
setting. The development of a multi-cultural context is most important in retaining the diversified
organizational environment (Bailey, 2016). The indulgence of diversity in the healthcare setting
of the organization is comprised of respecting the culture and background of the different
employees of the aged care setting. (Kira & Klehe, 2016).The ethical responsibility should be
performed by the employees towards each other in the aged care settings. Effective human
resource policies enable the organization to improve the human and social capital in the aged
care setting (Han, 2016).
• Diversity management strategy
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The holistic development of human resource policies depends on the capabilities and efficiencies
of human resource managers. Discrimination in aged care must be eliminated with immediate
concern (Cooke & Bartram, 2015). The equal employment opportunity and quality care to the
patients must be observed with the effective implementation of the Equal Employment
Opportunity (EEO). The EEO policies are developed for indiscriminate practices in the
organizational force. This includes indiscriminate treatment, equal working and recruitment
opportunity and quality service (Perrewé, 2011). Diversity must be maintained in the managing
team, evaluating organizational performance and the performance management strategy.
Diversity policies must be enabled in the healthcare operations by educating the existing nursing
care staffs developing identity-based networking facilities and communicate all the employees to
support with quality care and work-life balance (Dolan, 2013). This will result in the holistic
development of the human capital and help in resolving any issues present within the Human
resource of the aged care setting.
• Team management and performance evaluation and improvement strategy
The diversity management qualified the cultural plurality of the organization by building the
team and evaluating the team performance. Proper training must be given to all the healthcare
staffs in order to maintain cultural diversity in aged care (Bolderston, 2018). The training session
must include the ethical nursing principles for quality care and to perform HR operation in a
smooth manner. Moreover, the performance of each of the healthcare staffs must be evaluated
for the further development of human capital (Waterworth et al., 2015). The evaluation of the
performance can be helpful to find out the drawbacks of the quality care performance and
possible recommendations may be applied to this. In addition, performance management can also
be helpful to develop future healthcare policies and updated aspects of quality care (Bradley,
2016). The effective performance management practice is symbolic of diversified organizational
culture. This defines the appreciation of performance after the performance evaluation. Reward
and remuneration can be the most effective strategy for the further development of
organizational culture to promote diversity and increase the social and human capital in the
healthcare setting (Boutros & Laskey, 2018).
• Safety healthcare strategy
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The role of the human resource management is effective recruitment, providing training to the
staffs focusing on the organizational requirement, performance enhancement and performance
evaluation. Quality care in the aged healthcare setting requires effective staffs to provide
efficient health care services to each patient without discriminating their socio-cultural and
economic background (Perrewé, 2011). This includes nursing care ethics, timely medication for
the patients and special care during the severe situation are the key performance indicators of the
nursing care staffs. In order to attain, quality performance level, proper nursing knowledge and
knowledge on evidence-based nursing must be among the nursing care staffs (Dolan, 2013). The
human resource managers can play a pivotal role here in developing the performance level and
develop devolution of responsibility among the nursing care staffs. Moreover, to develop
effective care facility for the aged patients the human resource managers must plan for the
effective and rational decision-making process (Bailey, 2016). An effective conceptual
framework on safety and quality aged care must be developed for the betterment of the human
and social capital strategy of the healthcare setting.
• Employee assistance programs
The key task of the human resource managers is to develop the skill and capabilities of the
employees so that they can enhance their human capital and cop up the organizational
environment and understand the terms and conditions of the organization. In an aged care setting,
training session, performance development session and ethical nursing development session must
be arranged for a successful outcome that will result in a decrease of HR issues (Fasina, 2016).
Ethical responsibility in the organizational context to develop human and
social capital
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The ethical perspective of human resource management is to develop a healthy working
ambience that will enhance the social capital in the aged care setting where the patients and the
staffs feel safe and morally cognitive. The duty of human resource management is to maintain
and improve the ethical; standard of the aged care setting (Ravenswood & Markey, 2017). These
include ethical behaviour, performance analysis, friendly conversation, mental health support to
old aged patients and providing timely medication to patients and conceptualize the activities of
the aged patients. Apart from this, the human resource management must provide sufficient
knowledge on nursing ethics (Kessler et al., 2017). The healthcare staffs should have knowledge
regarding:
• Quality care to all kinds of people irrespective of their socio-economic and cultural status
• Respect and kindness for the co-workers to increase the efficiency of the team.
• Respect the diversity and cultural backgrounds of the other employees
• Providing physical, mental and cultural safety to the aged patient for their wellbeing.
• Must provide ethical nursing information and improvement status to the co-workers for
proper HR management.
• Value to the socio-cultural and economic sustainability to the patients to promote healthcare
well-being.
The importance of maintaining nursing ethics is to
• Locate the ethical nursing standard of the nursing profession
• Ensure professional ethical guidelines to the healthcare staffs for better-aged care
• Enable healthcare staffs to be efficient in the decision-making process which will decrease
the chance of any Problems.
• Retain the ethical value of the nursing profession and respect to the aged care community
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In addition, the ethical treatment to the healthcare staffs of the aged care setting must be
provided with sufficient guidance and training to develop their interpersonal skill and quality
care capability that will result in the holistic development of the human and social capital in the
aged care settings (Perrewé, 2011).
Conclusion
Human capital possessed by the human resource is the main asset of any organization. The aged
care setting comprises of different medical and nonmedical professionals. Human resource
management should be properly done by the management of the aged care setting so that human
resource conflicts and issues can be managed properly to give efficient service. (Cooke &
Bartram, 2015). It is very important to analyze the theories of human resources like employment
cycle and implement it in the aged care setting. This kind of theories is essential as it depicts the
phases required for developing proper human resource plan (Boutros & Laskey, 2018). The Plan
consists of different components like job analysis and delegation of work and proper time
management. The external and internal environment and parameters of the environment that
affects the human and the social capital of the human resource management in the healthcare
settings are analyzed in a proper way (Bolderston, 2018). After keeping all these parameters in
mind the perfect human resource management plan should be implemented that will help in the
holistic development of the Human and social capital of the human resources present in the aged
care setting. It will result in a decrease in the different issues occurring within The HR of the
aged care settings
Reference List
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