Recruitment Strategies in Healthcare

This assignment examines the challenges of recruiting qualified candidates in the UK's health and social care sector. It delves into various theories and methods used to recruit suitable personnel for healthcare roles, emphasizing the importance of effective recruitment practices in addressing staff shortages.

Managing Human Resource
In Health and Social Care

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Explaining factors affecting planning recruitment of individual..........................................1
1.2 Explaining how relevant legislative and policy frameworks of UK influencing selection,
recruitment and employment.......................................................................................................2
1.3 Evaluating different approaches used to ensure selection of the best individual for work.2
TASK 2............................................................................................................................................3
2.1 Explaining the theories of working in team in health and social care..................................3
2.2 Evaluating approaches in effective team working in health and social care.........................4
CONCLUSION................................................................................................................................4
REFERENCE...................................................................................................................................4

INTRODUCTION
In Health and Social care centre like that of St. Margaret's problems of staffing and
recruitment is been increasing nowadays. This is because of number of employee turnover
especially that of women staff is the major cause there are so many vacancies but no right
procedure or person to get selected for the same. The current report will be covering recruitment
and planning process which must be followed by St. Margaret's nursing home and also about
legislation that need to be followed within UK.
TASK 1
1.1 Explaining factors affecting planning recruitment of individual.
Succession planning- The components like the progression of the arranging, the strategy
identified with this, the sort of set of working responsibilities and individual determination, for
example, the capability, the experience, individual properties, the inner enlistment, preparing and
creating and the opportunities (Mossialos and Sketris, 2015). These all specify factors impact the
arranging and enrolling of the person at the prosperity social care.
Changes in demand for health care needs- as the demand in St. Margaret's nursing home
changes this will be leading to recruitment of individual in social care industry. As it is clear that
at present demand is very much high so this factor will be affecting very much in human
resource recruitment.
Policy changes- as and when policy of either government, sector or of company is changing this
will be leading to recruitment of more and more efficient workers who would be able. This factor
is having effect on very large scale as whole job analysis for the new job will be needed to
included within.
Budget constraints- if the company is not having a good budget then that will not be allowing
organisation to improve procedure which need to be followed by that firm (Birnkrant, Kinnett
and Naprawa, 2018). If their budget constraint is not there then they would be able to draw up
good planning and recruitment operation.
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1.2 Explaining how relevant legislative and policy frameworks of UK influencing selection,
recruitment and employment.
Equality Act 2010- this act will be helping companies to select right candidates for the right
position without discriminating between men and women. As there are more number of women
workers in health and social care industry who are leaving their job which marked to about 77%
(UK social care sector in crisis due to staff shortages, 2018). So this act will be protecting the
rights of women in this industry with Equal Pay act 1970, Sex Discrimination Act 1975 and
Race Relation act 1976.
Industry Standards for the Healthcare Industry- these are standards which are governing health
and social care industry in whole of UK this will also be guiding cost effectively enabled
process for organisation with their system. Which include that about £3 million of saving each
year in NHS hospital as they are following GS1 Standards (Industry Standards for the
Healthcare Industry, 2018).
Disclosure and Barring Service- DBS checking is non departmental body which is operating
within whole of UK and regulating check on all private, public and voluntary sectors. This is
keeping an eye on recruitment decisions which company is following and also on who may be
unsuitable for certain work and why. The main target been children and vulnerable adults also
providing wider access to criminal records from UK and Wales.
1.3 Evaluating different approaches used to ensure selection of the best individual for work.
Interview- this is procedure which will be including face to face examination of all candidates
who are been present for job vacancy. The major advantage of this will, its procedure to select
individual as employers gets chance to meet candidate and ask them certain questions. While
disadvantage would include cost and time taken is quite high in this process.
Additional job test- this will be including to check aptitude and mathematical eligibility of
candidates how much he is capable to enter in company and how will this be helping
organisation for further procedures (Hignett and Bowie, 2018). Advantages could be company
will be knowing arithmetic intelligence of that candidate on other hand demerit include chance
of frauds and cheating are increased nowadays which is making this process hard to accomplish.
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Use of peer staff in selection assessment- this is the most loved approach by many employers as
in this existing staff member will be having chance to advice its employer about any eligible
candidate if any in their peer group. Merit includes that this will be saving cost and time of
organisation in making advertisements for job vacancy instead they will be asking existing staff
only. Demerit includes that this process involve high amount of nepotism within same
organisation.
Use of formal assessment centre- this approach is majorly used within recruitment procedure of
military commando which will be including interviewing and group exercise. Merits will be this
will be enabling company to find suitable candidates whereas demerit will be increased of
favoured candidates within company who are not able to perform good.
TASK 2
2.1 Explaining the theories of working in team in health and social care.
Belbin’s Theory of team roles- in this theory there are 9 roles which each team member need to
have while working and interacting in their team. Each of which will be derived from behaviour
of individual in health and social care this theory will be helping them to define their roles and
then work according to that. Everyone is having different dynamics that they would be
encountering while interacting with others in group (The Nine Belbin Team Roles, 2018). All the
9 roles within group will be having their own strengths and weakness but that must be linked to
group objective.
Tuckman’s Model of Team Stages- in this theory there are 4 stages of originating a successful
team building activities. During these 4 stage of team building and working group will be facing
various challenges and evolving through all these challenges by facing them. Within health and
social care there are different types of teams like short term or long term they will be performing
various roles and task but they need to be together in achievement of group task. All must be
included within stages so that they could be able to face challenges, tackle problems, solve them
and plan for future success.
As in St. Margaret's both these theories will be applicable and will be helping individuals
who are working within team that they are very important in organisation and playing their own
role. These roles of employees will be depending on their behaviour and situation in which they
are working within.
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2.2 Evaluating approaches in effective team working in health and social care.
Team purpose- Group reason what is the saying or thought process of the group why it has been
set up and what is the motivation behind the group need to know by all the colleagues. This is
will likewise help in compelling group working in St Margaret's Nursing Home.
Empowerment of team- Strengthening of group the energy of the greenish blue dependably lays
in great authority, dedicated colleagues and what is the reason for the group (Mossialos and
Sketris, 2015). This strengthening of the group will spur the representatives at St Margaret's
Nursing Home to work in a proficient way
Leadership- Initiative the pioneer of the group must have the administration quality which are
basic in every one of the pioneers of the association. On the off chance that the pioneer quality is
great then the representatives are roused to work.
These all will enable the business somehow or the other like setting of standard
procedures to will help them in train. Giving clear thought of objective will help in the
advancement of worker (Birnkrant, Kinnett and Naprawa, 2018). Assignment of critical thinking
errand will help the worker and also association.
CONCLUSION
As there is increase need to fill out job vacancy which are growing in health and social
care sector of UK. The report will be including how different theories and approaches would be
used to recruit the best candidate for the right job which is necessary.
REFERENCE
Books and Journal:
Birnkrant, D.J., Kinnett, K. and Naprawa, J., 2018. Diagnosis and management of Duchenne
muscular dystrophy, part 3: primary care, emergency management, psychosocial care, and
transitions of care across the lifespan. The Lancet Neurology.
Hignett, S., and Bowie, P., 2018. More holes than cheese. What prevents the delivery of
effective, high quality and safe health care in England?. Ergonomics, 61(1), pp.5-14.
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Mossialos, E., and Sketris, I., 2015. From “retailers” to health care providers: transforming the
role of community pharmacists in chronic disease management. Health Policy, 119(5),
pp.628-639.
Online:
UK social care sector in crisis due to staff shortages. 2018. [Online]. Accessed though:
<https://www.theguardian.com/society/2017/mar/08/uk-social-care-crisis-staff-shortages>
Industry Standards for the Healthcare Industry. 2018. [Online]. Accessed though:
<https://archive.sap.com/documents/docs/DOC-8581>
The Nine Belbin Team Roles. 2018. [Online]. Accessed though:
<http://www.belbin.com/about/belbin-team-roles/>
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