Managing Human Resource in Health and Social Care: A Comprehensive Guide

MANAGING HUMAN RESOURCE IN
HEALTH AND SOCIAL CARE

TABLE OF CONTENTS
INTRODUCTION............................................................................................................................. 2
TASK 1- CASE SCENARIO................................................................................................................ 4
1.1 Factors to be considered when planning the recruitment of individuals to work in
health and social care................................................................................................................4
1.2 Evaluate different approaches that may be used to ensure the selection of the best
individuals for work in health and social care............................................................................8
1.3 Explain how relevant legislative and policy frameworks of the home country influence
the selection, recruitment and employment of individuals.....................................................10
TASK 2- REPORT WRITING............................................................................................................12
2.1 Explain theories of how individuals interact in groups in relation to the types of teams
that work in health and social care..........................................................................................12
2.2 Evaluate approaches that may be used to develop effective team working in health and
social care................................................................................................................................ 15
4.1 Explain theories of leadership that apply to the health and social care workplace...........17
4.2 Analyze how working relationships may be managed in health and social care................18
4.3 Evaluate how own development has been influenced by management approaches
encountered in own experience..............................................................................................19
TASK 3- PRESENTATION............................................................................................................... 20
CONCLUSION............................................................................................................................... 30
REFERENCES.................................................................................................................................31
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INTRODUCTION
Working as a human resource officer in the Nursing Home of London, this assignment will cover
all the solutions are provided that identified by analyzing the problems at the workplace and
are the prominent causes for rising issues in LNH (London Nursing Home). There is a need of
having the best quality workforce at every organization in order to fulfil the organizational goals
and objectives. In this assignment, the emphasis is given on the HRM in the Health and Social
Care by considering all the important factors. The required legislation is going to be highlighted
in this assignment that is required at health and social care’s firms in order to adhere the
desired standards (Marchington et al. 2016). Team building and training processes are given
importance so as to build effective team relationships in the workplace. In the health and social
care sector, important leadership theories will be examined along with the performance
monitoring processes. In addition to this, strategies will be planned for building operative teams
in LNH.
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TASK 1- CASE SCENARIO
1.1 Factors to be considered when planning the recruitment of individuals to
work in health and social care
Issues related to employee turnover and misconducting between the staff and patients are
some of the problems that are observed in the Nursing Home, London which hinders the
services of the health care organisation and impact its quality delivery. In order to reduce these
issues, new recruitment and selection policies have been planned as a human resource officer
of the nursing home (Armstrong and Taylor, 2014).
Figure 1: Recruitment process in LNH
[Source: Cascio, 2018]
Attracting, selecting and retaining the best possible employees for an organization is considered
as the process of recruitment from which the organization’s goals and objectives can be
achieved effectively by collective working. In order to achieve excellence at different
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organizations in the health and social care sector, recruitment planning becomes a crucial
concern. The two basic goals of recruitment at LNH are to attract the qualified individuals and
another is to encourage the unqualified individuals.
Figure 2: Process of Recruitment
[Source: Cascio, 2018]
There are many factors that have to be considered when planning the recruitment of
employees in the Health and social care sector; here the case scenario of London Nursing Home
is considered as an example. The first prominent factor that should be kept in mind is the
favouritism factor and avoided that the time of recruitment as the staff of this sector is having a
high responsibility towards the human resources. While recruitment, focus should be given to
the qualities of the candidates rather than quantity as their qualities will help the nursing home
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to achieve its set of goals. Before the recruitment process, a proper job advertisement should
be provided by the nursing home and at the time of the recruitment, the skills of every
individual must be checked according to those criteria only. As there is a need for proper
matching of the skill sets of the employees with the job profile and should be able to meet the
job responsibilities as per the demand of the nursing home.
Figure 3: Stages in recruitment and selection
[Source: M&E studies, 2018]
The employees of the nursing home should possess some basic qualities such as good
communication skills, collective and collaborative working skills along with highly skilled
leadership qualities as per the demand of the post for which the individuals are applying for.
There are some factors that are responsible for affecting the firm in future, so they have to be
avoided at the time of recruitment procedure (Brett, J. 2014). These factors can be the offered
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salary and the legislative requirements and have to be clearly disclosed in the job description
because it will avoid the future turnover problems for the nursing home.
The employees of the firm have to be encouraged by reducing the compensation plans as to
they can be the reasons for dissatisfaction for the working employees. There is a large
possibility of employee turnover when minimal compensations are offered to the working
employees as compared to the other nursing homes present in London. One of the most
important and vital factors that have to be considered while planning for recruitment in the
LHN is to inform the individuals about the working environment of the nursing home and this
can be done for making them aware and to make them feel safe. Details about working hours,
facilities offered by the nursing home and the clear concept of job responsibilities have also to
be focused at the time of recruitment planning. As all the above factors are responsible for
ensuring the commitment of individuals as well as expectations of LNH can also be fulfilled by
their working skills.
Figure 4: Factors affecting recruitment process
[Source: Research, 2018]
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1.2 Evaluate different approaches that may be used to ensure the selection of
the best individuals for work in health and social care
There are various approaches that can be used by ensuring the selection of best individuals at
the LNH’S workplace. For example, aptitude, interviews, analysis of personality profiles and
online and direct questionaries’ can be adopted by the management committee while the
recruitment process. At the very eagerly stage, a psychometric test can be concluded which will
help the management committee of LNH in understanding the basic behaviour of the candidate
and the thinking capacities can also be evaluated (Aveyard, 2014). After this, aptitude test and
interviews can be taken for knowing the candidate’s skills and qualities in more depth. Direct
and face-to-face interviews can be taken by the management group and the head of the LNH
for ensuring that the candidate is fulfilling all the requirements of the job profile. Body
language, communication skills and personality of the candidate can be ensuring from this
approach.
Different IQ tests can be the best possible method for evaluating the job attitudes of an
individual and also helpful in analyzing the social evaluation. Group discussions are the best
approach through which the communication and interactive skills can be evaluated at the time
of interview. Apart from all the approaches that are listed above, direct interviewing of
individuals is the best approach and helpful for the LNH management committee for evaluating
the skills of individuals in the best possible way (Gale et al 2013). The interpersonal skills that
play a very important role in the health and social care sector can be analyzed and evaluated
through face-to-face interviews. The dedication level of the employees can be checked along
with the other job responsibilities that have to be there in the individuals for meeting the
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