Managing Human Resource in Health and Social Care

This assignment focuses on managing human resource in health and social care. It covers factors to be considered in recruitment, relevant legislative and policy framework, theories of how individuals interact in groups, ways to monitor performance, identify training and development needs, and strategies for promoting continuing development.

MANAGING HUMAN
RESOURCE IN HEALTH
AND SOCIAL CARE

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Factors to be considered while planning recruitment of individuals in Health and Social
Care..............................................................................................................................................1
1.2 Relevant legislative and policy framework of United Kingdom influencing selection,
recruitment and employment of individual..................................................................................2
1.3 Different approaches which can be used for selecting best individual..................................2
TASK 2............................................................................................................................................3
2.1 Theories of how individual interact in group in accordance with types of team working in
health and social care...................................................................................................................3
2.2 Different approaches which can be used for developing an effective team..........................4
TASK 3............................................................................................................................................4
3.1 Ways through which performance of an individual in health and social care can be
monitored.....................................................................................................................................4
3.2 Individual training and development needs can be identified...............................................5
3.3 Various strategies for promoting continuing development of individual..............................5
TASK 4............................................................................................................................................6
4.1 Theories of leadership which can be applied in workplace of health and social care...........6
Theories of leadership................................................................................................................6
4.2 How working relationship can be managed...........................................................................7
4.3 Own development has influenced by management approaches............................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is considered as a function that works by focussing on
recruiting and selecting new and fresh employees who are capable enough in performing their
task. Managing human resource is very important in an organisation as they provides and explain
the system for monitoring and developing the performance of an individual (Bratton and Gold,
2017). Following assignment is based on St. Margaret's Nursing Home which is going through
various problems like high rate of employee turnover, poor working conditions etc., Thus, HR
Director of this organisation is planning to recruit new employees so as to reduce turn over
problem. This present assignment will include processes for recruiting individuals to work in
health and social care. In order to perform well there are certain rules and regulations which are
to be followed thus, effective strategies for building effective team for working in health and
social care. Apart from this, through this report monitoring and promoting the development of
individuals working in health and social care can be understood. Lastly, different approaches for
managing people are mentioned in this report.
TASK 1
1.1 Factors to be considered while planning recruitment of individuals in Health and Social Care
Recruitment and selection process is being done by an organization in order to reduce
increased employees turnover. According to the case scenario, as St. Margaret's Nursing Home is
going through difficult situations therefore, they are thinking of hiring new employees who are
skilled enough in performing their activities related to health and social care (Armstrong and
Taylor, 2014). Thus, it is crucial that organisation set job profile so that recruitments can be done
on an effective manner. Some of the factors that is to be determine are mentioned below:
Education and Credentials: In the sector of health and social care education
background of potential workers is very important. For example: hired staff members of St.
Margaret's Nursing Home should know the the process of giving first aid or other basic medical
treatment in the absence of doctors. They must be capable of providing appropriate care of
patients. For example: a person must possess Level 3 Diploma in Health and Social Care.
Work Experience: This is one of the most important factor that is considered by almost
all the companies before selecting or hiring an individual. Therefore, St. Margaret's Nursing
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Home for most of the post, they are hiring employees who have an experience of around 3 - 4
years in this field (Mirowsky, 2017).
Moreover, organisation can also do internal recruitment so as to fill empty positions for a
time being. Other than this, St. Margaret's Nursing Home can publish advertisements on
newspapers or can do promotional activities so as to fill the required post.
1.2 Relevant legislative and policy framework of United Kingdom influencing selection,
recruitment and employment of individual
Countries across the world have their own laws and legislations and policy frameworks
which can have an impact on the selection and recruitment process. Thus, it is crucial that St.
Margaret's Nursing Home follow all these laws strictly so that equal rights can be provided to
employees’ workers who are working in the organisation avoiding gender, language, race and
community. Some of the laws and legislations are mentioned below for better understanding:
Sex Discrimination Act, 1975: This law was profound in order to protect an individual
from any kind of discrimination. Some of the common discrimination includes not hiring
employees even if they are so skilled and knowledgeable, rejecting them from providing
appropriate training, not giving them appropriate wages according to their work etc., Thus, it is
important that St. Margaret's Nursing Home, follows this legislation act in order to hire skilled
and eligible employees because if they not do so than organisation can face legal obligations
(Macinko and Harris, 2015).
The Employment Act, 2010: This was developed in order to resolve the issue of labours
in United Kingdom. It covers factors like proper implementation of minimum wages,
maintaining the standard etc., St. Margaret's Nursing Home, is intending to hire diverse
workforce that can provide better health care facilities to old aged people who are above the age
of 65.
1.3 Different approaches which can be used for selecting best individual
There are various kinds of approaches in order to select the best candidate for the job but
basically, there are two main approaches for the recruitment and section process and these are
taking interviews and testing their skills by evaluating their knowledge. Therefore, both these
factors are explained below for better understanding:
Interviews: This is considered as the foremost step of selecting eligible candidates for
the vacant posts. In this, a panel of selection committee team conduct the entire process of
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interviews. Thus, interviewer ask certain questions related to skills and knowledge on the basis
of this, they judge candidate's mentality and behaviour. One of the major benefit of interview is
that interviewer can look out for suitable candidates. But interview has some advantages and
limitations as well. Organisation can miss out some impressive individuals who are best in
performing their activities (Shen and Benson, 2016).
Testing in Assessment Centre: This is an another approach in which skills and
knowledge acquired by an individual are tested so that job roles can be provided accordingly.
Thus, it is done in order to predict job attitude. Further to test candidates’ performance different
tests are being conducted such as psychometric test, IQ Test, behavioural evaluation etc.,
TASK 2
2.1 Theories of how individual interact in group in accordance with types of team working in
health and social care
In order to work in an organisation, it is crucial that company has an effective team. This
will assist firm in achieving their set goals and targets in a speculated time frame. St. Margaret's
Nursing Home, can use two theories Bruce Tuckman and Belbin theory for building an effective
team thus, both of them are explained below:
Bruce Tuckman Theory: This theory was formulated in the year around 1965 and consist of
four elements which are:
Forming: This is the first stage in which new employees are highly dependent upon
leaders for guidance. Roles and responsibilities are unclear thus, while recruiting organisation
can face this difficulty but by effective strategy this issue can be eliminated.
Storming: Here team focus more on goals and objectives and as the time passes employees have
clarity for the role and responsibilities. Complications can also be faced but adjustments can
resolve the issues (Mayosi and Benatar, 2014).
Norming: This is the third stage in which roles and responsibilities that are assigned are
clear and workers tries to have mutual understanding so that work can be performed in
collaboration.
Performing: In this stage employees show their efforts of performing the task that is
allocated to them. Even if issues arise than these are resolved with negotiation. Therefore,
workers work for providing benefits to the organisation.
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2.2 Different approaches which can be used for developing an effective team
In the nursing sector effective team is very much important as it assist organisation in performing
their task in a better manner. In relation with St. Margaret’s Nursing Home, their work has been
divided amongst clinical and non-clinical staff. Thus, on the basis of this work are assigned so
that goals and objectives can be achieved. Therefore, these teams work under supervision so that
proper guidance can be given to employees (Aveyard, 2014). Some of the ways which team can
consider for interacting with each other are explained below:
 Team of clinical staff majorly consist of nursing sections that are responsible for care and
treatment of patients. For this, both horizontal and vertical are used for receiving and
delivering message.
 Team can include board of directors who can assist them in formulating policies and
strategies so that organisation can get into a better position and can be able to provide
effective services in return.
TASK 3
3.1 Ways through which performance of an individual in health and social care can be monitored
Performance refers to as a completion of task with the application of knowledge, skills
and abilities they acquire. Thus, an effective performance is stats the ability of dong an activity
by themselves. In addition to this, performance management is a procedure that provides a clear
understanding of things that are to be achieved and how it is can be achieved. Along with this,
performance management tries to manage all the activities so as to increase the profitability for
attaining success. There are various approaches through which performance can be measured and
on the basis of this performance appraisal can be given to an individual (Bircher and Kuruvilla,
2014). Generally, performance appraisal includes five main components and these are
feedbacks: in this, information of employees is given to employees on the basis of their
performance thus, this assist them in knowing their strengths and weaknesses etc.,
measurement: with the help of this, organisation evaluate the performance of an individual by
measuring how much work they have done in a speculated time frame. Sharing of ides and
thoughts: In this, whatever happened in the past is measured so that they can act in an effective
manner for the next time. This will assist them in reducing the repetition of mistakes. Positive
reinforcement: Feedbacks are very important whether it is in a positive manner or in a negative
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way. But if compared than positive feedbacks help in developing the and boosting the morale of
an employee within the organisation. Thus, with the help of monitoring the day to day activities
performance of an individual can be raised. Agreement: This is the final phase, in which
employees discuss and understand the activities they have to perform so that set goals and
objectives can be achieved in a speculated time frame.
Therefore, these are some of the factors through which performance of employees can be
monitored (Haynes, 2015).
3.2 Individual training and development needs can be identified
It’s a human tendency that they want to grow with the change in course of time, thus, they
long for appropriate training and development programmes so that skills and knowledge can be
enhanced. Thus, in context with St. Margaret's Nursing Home, if the organisation wants to
identify training and development needs than it is necessary that they re-evaluate business goals,
addressing critical activities, on a regular basis monitor the performance of workers etc., all these
will give aid organisation in understanding what kind of training and development programme
company is required.
Nobody is perfect, for improving their skills and knowledge they must try to expand their
area of learning. Therefore, in relation with the organisation superiors can evaluate the same by
monitoring the performance and progress because through this, they can get to know about
which employee is giving how many efforts while performing the task (Patel and Saxena, 2014).
As a result, it can further assist management of organisation in evaluating which are the areas
where company should provide appropriate training. As a result, it will aid them in giving
appropriate training to workers this will not only improve performance of the organisation but
also increase the efficiency of workers for performing any kind of task.
For instance: In St. Margaret’s Nursing Home, needs to maintain a better environment and
the reason behind this is to develop effective communication skills so that they can give
appropriate service to people who are living in care homes. Therefore, it will aid organisation in
improving their image.
3.3 Various strategies for promoting continuing development of individual
For having an effective progress in individual behaviour performance feedback and
incentives are the two fundamental needs. This will assist a person in improving themselves
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especially in the sector of health and social care. Further to understand the same in an effective
manner both are explained below for better understanding:
Performance Feedback: This is one of the common and most appropriate method for boosting
the morale of an individual (Bratton and Gold, 2017). With the help of performance feedback
one can know about his/her strengths and weaknesses therefore, performance feedback can both
work as a positive and negative aspects depends upon the situations. If an individual takes this as
a compliment than he/she can update the mistakes but on the other side if the person takes in a
negative way than it can reduce the morale. But this has to be understood that performance
feedback should be taken in a positive aspect because not all performance feedback tells about
the mistakes.
Incentives: This is provided on the basis of performance of a person like in St. Margaret's
Nursing Home, superiors can give incentives to those workers who are showing dedication
towards the work. This will not only motivate staff members but also create a sense of
belongingness towards the organisation.
TASK 4
4.1 Theories of leadership which can be applied in workplace of health and social care
Theories of leadership
Leadership refers to a process in which an individual influence other persons to achieve a
specific goal. In this present report, the chosen organisation St. Margaret's Nursing Home is
using various theories of motivation in order to improve their employment turnover.
(a) Behavioural Theoretical Model
This theoretical approach states that if people understand the work of leadership then it is
easy to teach every member about leadership. It will help St. Margaret's Nursing Home in
identifying their real market prospective in a competitive business environment. According to
this approach, if St. Margaret's Nursing homes have strong leadership then it will result in
efficient role behaviour from its employee's.
(b) Situational Theoretical Model
This theoretical approach states that style of leadership depends on a various levels and
positions (Armstrong and Taylor, 2014). It includes three leadership styles which are
authoritarian, democratic and laissez fair styles. These leadership styles should be used by St.
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Margaret's Nursing Home in according to a particular situation. For instance, authoritarian style
should be used at the time of crisis, democratic theory should be used at a time when consensus
is required, laissez style should be used when leader don't want to take control.
According to a present scenario, behavioural theory can help St. Margaret's Nursing Home in
improving its employment turnover because it is related to achieving a conclusion.
4.2 How working relationship can be managed
In order to get effective results, it is crucial that organisation allocate roles and responsibilities
according to the skills and knowledge acquire because this will allow organisation in maintaining
better relation with each other (Mirowsky, 2017). Apart from this, each employee of the
company must know about the work or job roles they have to perform. Along with this, there are
some attributes such as trust which is an essential component so as to work in collaboration. For
example: St. Margaret's Nursing Home, must hire employees who are honest, trustworthy and
reliable in nature. But here workers are not the only one who has to look after all the things
organisation should also provide effective working environment.
As a result, it will provide a platform to staff members in using their mindful thoughts for
providing better solutions to organisation so that issues and problems can be eradicated. Other
than this, one should respect their co-workers because this approach will manage working
relationship in St. Margaret's Nursing Home. Therefore, it can be said that if organisation
maintain an effective communication and interaction skills than firm cannot find it difficult in
managing activities and relationship amongst others.
4.3 Own development has influenced by management approaches
There are various issues that influence me in developing y own development, thus, below are
some of the issues that have been encountered by me so that it can be understood in an effective
manner (Shen and Benson, 2016).
Leadership: Person who possess some kind of traits like leading the team from front are
tend to have leadership qualities. They have the nature of influencing others and motivate them
for performing activities in a better manner. Therefore, difficult situation in St. Margaret's
Nursing Home gave me opportunity of dealing with the different situations according to
circumstances. This assisted me in taking appropriate decision which can provide benefits to the
organisation.
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Team working: Working in the sector of health and social care it is important that a mutual
understanding is developed because with this manner core organisational goals can be achieved.
Apart from this, it assists in knowing the nature and behaviour of other members and this has
created a sense of belongingness in me. Other than this, working as a team improved skills and
knowledge in a specific field (Mayosi and Benatar, 2014).
CONCLUSION
From the above mentioned report it has been concluded that human resource effectively
works fro providing best services and facilities in return. Therefore, after considering various
components managers recruit employees and workers. Thus, after determining all the points likes
rules, act, legislations company can hire suitable candidates for their firm.
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REFERENCES
Books and Journals
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Mirowsky, J., 2017. Education, social status, and health. Routledge.
Macinko, J. and Harris, M. J., 2015. Brazil's family health strategy—delivering community-
based primary care in a universal health system. New England Journal of
Medicine. 372(23). pp.2177-2181.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6).
pp.1723-1746.
Mayosi, B. M. and Benatar, S. R., 2014. Health and health care in South Africa—20 years after
Mandela. New England Journal of Medicine, 371(14), pp.1344-1353.
Aveyard, H., 2014. Doing a literature review in health and social care: A practical guide.
McGraw-Hill Education (UK).
Bircher, J. and Kuruvilla, S., 2014. Defining health by addressing individual, social, and
environmental determinants: new opportunities for health care and public health. Journal
of public health policy. 35(3). pp.363-386.
Haynes, P., 2015. Managing complexity in the public services. Routledge.
Patel, V. and Saxena, S., 2014. Transforming lives, enhancing communities—innovations in
global mental health. New England Journal of Medicine, 370(6), pp.498-501.
West, M.A., Eckert, R., Steward, K. and Pasmore, W.A., 2014. Developing collective leadership
for health care. London: King's Fund.
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