Effective Human Resource Management Practices

The provided assignment is about effective human resource management practices in health and social care organizations. It highlights the importance of identifying weak areas to make strategies for talent enhancement plans and promoting employee dedication and motivation. The assignment also mentions the need for conducting training and development programs, as well as managing risks in SMEs. Various research papers and books on HR management are cited, providing a comprehensive overview of the topic.

MANAGING
HUMAN RESOURCE

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 3............................................................................................................................................1
3.1 Performance Assessment of people who are working in health and social care...................1
3.2 Assessment of training & development need for individual.................................................2
3.3 Analysis of different strategies for promoting continuing development of individual.........3
TASK 4............................................................................................................................................5
4.1 Theories of leadership that apply to the health and social care.............................................5
4.2 Management of working relationships..................................................................................7
4.3 Evaluation of own development influenced by management approaches encountered........8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Management of human resource is necessary for gaining all desired outcomes and returns
as this section includes alignment of task with most suitable persons according to their
capabilities. Human resource department deals with employee satisfaction as a satisfied
employee can make his client satisfy by providing extraordinary services and facilities (Arafat
and Ahmed, 2013). This report is based on a case study which includes Residential Care Home
Services and this firm is taking care of dementia residents. This given problem is based on a
research conducted by Community Care members and they found in their inspection that
employees of firm are facing problem of lack of management and because of this they are
suffering from lack of appropriate training and development programs and along with this
safeguards and safety measures are not following by workers. Other then this, there is a different
issue which is dementia residents are not providing proper care and empathy which they deserve.
TASK 3
3.1 Performance Assessment of people who are working in health and social care
Evaluation of a person's functionality is important in order find training and development
need and to serve extraordinary quality services to clients by Residential and Nursing Care
Homes. It is been analysed that management uses very less formal approaches to assess
performance of employees who are working in health and social care industry. There are some
methods which is used by Care Quality Commission which described below:
Target Setting and Monitoring: First of all members of CQC set the targets that must be
achieved by all nursing staff who are taking care of dementia inhabitants. After setting targets
when member of community evaluated staff performance then they realised that they are not as
good as they should be. Research is been conducted on 300 people out of this only 50 are good
rest 125 need improvement and other 125 are providing inadequate services to dementia
residential. There are some targets set by CQC which is written below:
 Community member need to meet a certain safety level at residential homes.
 Nursing employees must provide adequate services to their dementia inhabitants.
 Level of empathy must be met along with understanding care needs.
For example if community individuals set safety level at 100 and nursing employees are required
to met at least level 80 as it is a question of resident's safeguard. After allotted time, when these
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safety measures were checked then CQC personnels found that safeguard features were met the
level 40 which is very low and represents poor working pattern of workforce due to lack of
training and development program. So for this consent, research got result that a training session
must be provided to manpower regarding how to follow all safety measures in daily routine and
how could they get maintain these features in daily routine etc.
As per case. It is clear that dementia inhabitants are provided inadequate services which
are very bad quality wise and also not need to be provided as they are least important. There are
some other facilities which have to be served to residents by considering their caring needs.
Observation of Staff: without setting targets, employees can also be evaluated by silent
observations and result must tell to relevant nursing staff members. Observation can be done
through regular assessment and by evaluating organization's outcome along with by checking
proper management of staff members.
Feedback from Others: In research of community, feedbacks from other workers are
included like how their co-worker are performing their duties, what are the flaws that are present
in performance patterns.
At last it is clear that by taking help of performance management system, actual and
accurate performance were been evaluated and adequate result were found which are helpful in
making appropriate decisions for improving quality of services.
3.2 Assessment of training & development need for individual
If a person is doing poor job than it is required by him that he must be provided by
training and development program but what will be the reason and level of skill enhancement
programme. In this case study of Residential and Care home, 125 service providers out of 300
respondents are providing inadequate services and researcher found that there are lot of training
gaps and almost 71% care homes are required improved quality services which is only possible
by making aware of caring workforce about their weak areas and provide them relevant training
sessions. There are some approaches by which skill enhancement program need can be identified
and these are elaborated as beneath:
Monitoring of performance: Until performance of workers of residential caring homes
are not monitored in proper way than it will be resulted into illogical training event which will
further increase cost of community research. For recognising accurate reason of training needs
and gap of skill enhancement programme, performance management is necessary. There are
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some methods which are to be included in functionality evaluation method like observation in
which all working patterns are measured quietly and efficiently. Quality of services depends
upon the way by which employee deliver services to their clients. These ways of service delivery
are affected by various internal and external factors like changes in professional standards and
legislations. These are described as below:
 Changes in professional standards: According to given problem, it is clear that
nursing staff are following old and outdated standards of performance and they
need to be improved as CQ suggested in case study. It means company changed
all previous functionality benchmarks with all new and improved indicators which
is called as alteration in professional standards.
 Modifications in Legislations: This section includes Safeguarding and Mental
Capacity act of a person. When these approx 300 caring homes were started laws
and legislations were different in comparison to present riles and regulations.
Now this act is revised and more focused on caring and safety of dementia
residents. So here training need is to make aware whole staff members about
new and improved law so that workforce could provide their services as per law
and legislations.
Formal Carrier development & systematic training needs analysis: Before providing
training sessions, it is must be analysed that which kind of skill should be enhanced like formal
or carrier development or general systematic needs. If it is a formal carrier growth needs than
employee must be provided with extraordinary quality training sessions. On the other hand if
virtue development need are basic than systematic approach will be applied. These sort of
programmes are affected by some intrinsic and extrinsic factors like changes in performance
standards as well as variation in laws related to health and social care industry for example:
Safeguard and Mental Capacity Act.
3.3 Analysis of different strategies for promoting continuing development of individual
As this given scenario is mainly pays attention on need of training and development
programmes as caring home workers are not providing their services in efficient manner. As it is
a main concern of case. There are some strategies being used for promoting continuing skill
development desires of individuals who are working in a health and social care workplace. In
this provided issue reason of poor functionality of workers are lack of adequate training
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programs as manpower are not aware about that how to perform task which could meet current
performance criteria and if these events are launched then all problems which will be sort out and
nursing staff will start paying extra care and empathy to dementia residents because almost 49%
caring houses have to get improved in order to provide proper services. These facilities must be
able in improving mental health care and safety measures at residential care homes. There are
some tactics which are applied to popularise continuing development of individuals. These
strategies are stated as beneath:
Creation of right learning culture and systems to support continuous professional
development and self development plans: Training is said to be successful when all working
member got all points in very clear and right manner because if they got it in wrong way then it
goes more costly for providers as it has to be launched again for enhancing outcome of health
and social care company. A proper work culture could be created by enhancing employee
relations by developing thought of cooperative working at workplace. Other than this a healthy
work culture could be established by allocating all task to personnels as per their skills and
capabilities with certain time duration.
Training Budget: It means entire cost of a skill enhancement program that comprises all
expenditures whether fixed or variable. As in this given problem community suggested training
programs most important part for improving working quality of workers as well as return of
residential care home. As it is a basic need so it must be good and efficient and this should not be
affected by low budget problems and for improving all over things which is going poor a fare
budget is required in association.
Appraisal: Some employees need skill development programmes and other will be feel
motivated if they are appraised properly whether in monetary term or non-monetary terms.
Appraisals are good as with help of this community member can reduce budget of training
program along with developing some talents in short run basis.
In-house training: Those persons who are working really very good and are also very efficient
in delivery their services so community can promote them as senior staff and who are not as
much capable as they should be then these workers must be provided required training and
development function which must be in-house skill enhancement like promotion and demotion
etc.
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Benchmarking: Some criteria for each level must be set so that every employee could perform
in required level. These standards could be set outcomes which should be attained by all
workforce and apart from it customer satisfaction should be meet by caring home workers.
Life-long Learning: Among all manpower point of learning must be developed so that they
always be ready for taking challenges and should work in very efficient manner.
Coaching & Mentoring Processes in Organization: All junior level subordinates should provide
guidance and directions in their working patterns and so that research community could get
regular assessment results of employee's performance. As per case study it is define that all
problems are coming due to lack of proper training program and it is not a compulsion that
nursing compulsorily attend these sessions. Workers can get a mentor who are able in assessing
their functionality and this coach shall time to time make aware them about their drawbacks and
flaws so tat subordinates could improve their working pattern.
TASK 4
4.1 Theories of leadership that apply to the health and social care
In each and every organization there are various leaders who have so many followers in
order to achieve some goals and objectives. As per given scenario it is clear that this residential
care home is suffering from lack of adequate leadership and everyone is doing task as per their
selected pattern and no one is available for guide them that how dementia resident should be
treated by them and all residents must get required empathy and sympathy etc. (Bae, Rowley and
Sohn, 2012). While treating dementia residents all workers need to follow all security measures
along with safety features which are helpful in improving health of all members of residential
houses. There are some leadership approaches that every leader possess while dealing with its
followers. Elaboration of these chieftain models are described below.
Difference between Transactional and Transformational Leadership styles:
Basis Transactional Transformational
Meaning This section comprises rewards and
awards along with punishments are
done for motivating employees.
This section employs charisma ans
enthusiasm for inspiring followers of a
leader.
Concept This sort of leadership style pays
attention on building healthier
In this kind of championship, spearhead
put new ideas, latest working patterns,
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relationships with followers. methods of boosting employee's morale
and loyalty along with necessities of
followers.
Nature This headship is reactive in nature. This championship is proactive in
nature.
Best Suitable
for
It is perfect fit for already settled
environment.
Best suitable for turbulent atmosphere.
Style It is bureaucratic. As it provides charisma that is why it is
called as Charismatic.
Functional leadership: This concept specifies that superior require to identify areas in which
they have abilities and will function efficiently. So it is different from behavioural, situational,
contingency approach (Cania, 2014). As it doesn't includes standards that leader is required to
undertake for making members carry out business operations.
Action-centred leadership: This is a part of functional leadership which manager and leader uses
in organisation. In this superior should utilise group dynamics and make staff members function
with each other. Task, team and individual are components of this are stated beneath:
Task: Leader should distribute duties among subordinates so that they complete activities
within specified time frame.
Team: Leader require to make employees work with each other and coordinating their
efforts together.
Individual: This is necessary that each member consists adequate skills and knowledge,
so that they function effectively.
Emotional intelligence defines that superior require that they have interpersonal skills through
which they are able to understand feelings of members. Leader require to think by putting
themselves at employees side. This help them to resolve their problems and make them perform
tasks in suitable manner (Cascio, 2018).
Henceforth, it can be comprehended that functional leadership is best approach to be
applied I n health and social sector in relation to transformational and transactional. As it
specifies different aspects such as team, task and individual through which leader are able to
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make make system operate effectively. With help of emotional intelligence, superior direct and
make workforce accomplish targets timely.
4.2 Management of working relationships
This section comprises appropriate need of adequate management system which is absent
in organisation. It it would have been in care homes and all problems might not be created or
may be less developed in manner (Chatterji and Patro, 2014). There are some models that can
now be applied in residential care homes for eliminating all issues like safeguard, inadequate
services etc. and if management was present in health and social care homes for dementia
people. This section includes some aspects that must be taken into consideration and description
of these are as follows:
Management Styles: There are various options available for installing a proper management
style in association as caring homes are facing lack of proper management issues. These styles
are stated as beneath:
 Autocratic: This pattern includes senior authority gives orders which junior subordinates
have to follow and accept. As this kind of management pattern does invite suggestions
from lower and middle level workforce that is why is to be called as autocratic
management style.
 Democratic: In this section it is clear that suggestions and feedbacks are invited from
juniors and these are valuable for top management and if these ideas are logical then
senior members must apply them in action. In this section all levels of management are
involved and important that is why this is suggested by Care Quality Commission for
Residential Care Home's nursing staff. As this section includes all staff members in
decision making process that is why it is to be called as democratic style (Daley, 2012).
 Laissez-faire Leadership: In this section all employees are assigned task as per their
qualities and capabilities with certain duration of time but it leads to lowest productivity
in caring homes.
Difference between Management and Leadership: This is discussed as below.
Leadership Management
This section includes providing motivation to
junior subordinates.
It is all about directing and monitoring actions
of workers.
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It discusses personal and behavioural traits of a
person.
It focuses on developing problem solving
attitude of higher authority personnels. Which
is highly required in selecting firm.
It comprises natural abilities and instincts. Attention is paid on allocating task to skilled
and qualified person for attaining greater health
of dementia residents.
Possession of Emotional intelligence: This concept states that people require to acknowledge
their feelings and to show empathy against others (Denhardt, Denhardt and Aristigueta, 2012).
As in health and social sector, management require that they deliver adequate services to public.
By keeping themselves in position of others, so that they are able to solve their problems and
issues.
Importance of shared values and feedback to staff and communication of decisions:
Community require that to take opinion and suggestions from members. This help them to
enquire about functionality of their system and changes which they require to implement. As
dementia residents face problems due to mismanagement in society, so administration require to
take appropriate decisions which are beneficial.
4.3 Evaluation of own development influenced by management approaches encountered
There are various models that exist in health and social care firm which provide help in
enhancing my abilities and calibres. Training programs: in health and social care sector most important thing is services as
this whole section depends upon facilities and clients are taken as on high priority. As
this section includes taking care of dementia patients who are living in residential care
home. So by taking skill enhancement program I got the thing that how could I follow
safety measures at workplace to enhance health of residents (Arafat and Ahmed, 2013).
This event is more helpful in developing caring emotion in me to provide required and
adequate caring and empathy to dementia residents.
 Leadership Styles: As member of community, method attained by me is a pattern of
assertive leadership style. In which I provoke all junior employees to play part in all
decision making processes for gaining health of patients and residents which I felt as
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community member. As assertive leader I launched so many training and development
programs for improving working pattern of employees as this is very poor. I also started
measuring performance of manpower on regular basis for giving them required
suggestions and feedback that where are they making mistakes which is a reason of low
performance and least outcome for residential care home services (Bae, Rowley and
Sohn, 2012).
CONCLUSION
From the above report, it can be comprehend that health and social care and other kind of
organisations; require to use various recruitment and selection process stages and performance
evolution tools. As in assignment, leadership styles are specified which are used to keep
employees dedicated and motivated. Besides this, health and social care organisation also require
to conduct training and development programmes. By identifying weak areas so that
management make strategies to promote talent enhancement plans.
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REFERENCES
Books & Journals
Arafat, M. A. and Ahmed, E., 2013. Managing human resources in small and medium enterprises
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Journal of Management Research. 2(3). pp.37-40.
Bae, J., Rowley, C. and Sohn, T. W. eds., 2012. Managing Korean business: Organization,
culture, human resources and change. Routledge.
Cania, L., 2014. The impact of strategic human resource management on organizational
performance. Economia. Seria Management. 17(2). pp.373-383.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chatterji, A. and Patro, A., 2014. Dynamic capabilities and managing human capital. The
Academy of Management Perspectives. 28(4). pp.395-408.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Denhardt, R. B., Denhardt, J. V. and Aristigueta, M. P., 2012. Managing human behavior in
public and nonprofit organizations. Sage Publications.
Iles, P., Almhedie, A. and Baruch, Y., 2012. Managing HR in the Middle East: Challenges in the
public sector. Public personnel management. 41(3). pp.465-492.
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sustainability (Vol. 32). John Wiley & Sons.
Kellough, J. E., 2012. Managing human resources to improve organizational productivity: The
role of performance evaluation. Public Personnel Management: Current Concerns,
Future Challenges. Glenview: Pearson Education. pp.173-185.
Redpath, S. M. and et. al., 2013. Understanding and managing conservation conflicts. Trends in
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Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
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Schiuma, G., 2012. Managing knowledge for business performance improvement. Journal of
knowledge management. 16(4). pp.515-522.
Shields, J. and et. al., 2015. Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
Varma, A. and Budhwar, P. S. eds., 2013. Managing human resources in Asia-Pacific (Vol. 20).
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