Managing Human Resource In Health & Social Care

Managing Human Resource
In
Health & Social Care

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
1. Factors To Be Considered While Planning The Recruitment Of Individuals In Health And
Social Care..................................................................................................................................1
2. Influences On Selection, Recruitment And Employment Of Individuals By Policies And
Legislation Of The Home Country.............................................................................................3
3. Different Approaches Used To Select The Best Individual For Work In Health And Social
Care.............................................................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES ...............................................................................................................................6

INTRODUCTION
Human resource management(HRM) is an approach to manage the human resources of
the business concern in effective way so that it helps the organisation to sustain the profits and
maintain a competitive advantage. Recruitment and selection is a part of HRM function, which
involves searching for a potential and qualified candidate who has the knowledge and skills to
feel the vacant place and serve the organisation in the best way possible. Intermediate care
facilities are given to disabled, elders and to ill persons by nursing homes by local NHS
hospitals. In the following research, processes for recruiting people in health and social care,
factors considered while planning the recruitment, approaches to select the best candidate will be
discussed. The study will also state influence of different laws and policies in recruitment and
selection.
LO1
1. Factors To Be Considered While Planning The Recruitment Of Individuals In Health And
Social Care
Social and health care is the provision of work that benefits the society, it gives personal care and
gives healthcare facilities such as giving treatment to disabled or ill persons. Social and health
care follows a statutory obligation which safeguards and encourage the welfare of people and
provide wide range of healthcare facilities. Every organisation needs personnel to run or operate
its business(Noe and et.al., 2016). And HRM focuses on recruiting the right person in the right
place at the right time. And while planning the selection and recruitment of individuals for social
and health care requires different factors to be followed.
Succession planning: It is a process which focuses on identifying the need for new people in the
organisation, or developing the need for fresh leaders who can replace the old ones when they
retire or leave(Giblin, 2009). The NHS hospital's HR will identify the need for recruiting
individuals to fill the vacant posts and will develop a plan for the same. The succession planning
develops a plan for hiring and recruiting personnels in the organisation.
Job Description
Job Title: Nurse
Reports to: the Nurse will report to Head Nurse.
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Job overview: The basic role of a nurse is to give health care facilities to patients. The services
provided should result in promoting health, prevent illness, and patient should achieve optimal
recovery from health problems.
Responsibilities and Duties: the following are the duties and responsibilities of a nurse in NHS
hospital.
 The nurse should be able to observe and record patient's behaviour.
 He/she should be able to carry out the requisite medical treatments.
 Nurse should regularly check the medicinal stock in order to maintain inventory, and
placing orders if needed.
 Nurse should be able in maintaining the reports of patient's medical history, and also
monitoring their health progress.
 Candidate should have the quality of creating harmonious environment in order to
provide emotional and psychological support to the patient and his family.
Qualification of nurse: The applying candidates should have the following qualification.
 Educational level: Graduation or High School Diploma in Nursing
 Experience: 2 years of experience in performing or supervising clinical experience in any
registered hospital or nursing home or other medical facility.
 Specific Skills: should be detail-oriented, easy to talk and also giving attention to details.
 Certification: Must have the NCLEXX or NLNAC certificates.
 Licenses: Must have passed the National Council License Examination.
Person Specification
Factors Essential Requirements Desirable Requirements
 Caring/Empathetic
approach
√
 Judgemental approach √
 Ability to transfer
knowledge
√
 Development of coping
up with the strategies
√
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 Effective verbal
communication/
fluency in languages
√
 Commitment towards
chosen profession
√
Selection Criteria:
Selection of candidate is based on the candidate's performance, and who is able to pass all
conditions and have the descriptive qualities. The candidate should also have the ability to crack
the interview step as well(Pasztor, 2015). The HRM of NHS hospital will select a career-
oriented person, and who is fitting the culture of the hospital. The HR will determine strength
and weakness of the candidate and his capabilities to tackle the critical or emergency situation.
And then local NHS hospital's HR will select the best suitable candidate for the vacant post of
nurse.
2. Influences On Selection, Recruitment And Employment Of Individuals By Policies And
Legislation Of The Home Country
Healthcare legislation, policies and laws governs the health care sectors. This legislation
influences the HRM in selecting and recruiting the individuals in many ways according to the
country(Farrin and et.al., 2005). By following legal and ethical code of conduct, for example,
following the culture aspect of workers, the hospitals can create a belongingness in the mind of
workers and patients, it can also enhance the efficiency of workers. Different laws and legislation
create discipline in the country.
The laws or policies adopted by a country enforces legislation such as gender equality,
equality on basis of age, race, religion, etc. It also campaigns social change and has legal powers.
The selection and recruitment of individuals are affected by different laws as the organisation has
to keep in mind the health and safety measures of workers, anti- discriminator practices, care-
standards, etc(Farrin and et.al., 2005).
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The laws and legislation provides basic rights to the workers, such as to work in safe and
healthy environment, to ensure professional knowledge, work in contracted hours, and handle the
confidential information appropriately. The laws also provide statutory rights and responsibilities
to workers.
3. Different Approaches Used To Select The Best Individual For Work In Health And Social
Care
The HR of NHS hospital aims at selecting the best candidate for the post of nurse by adopting
various approaches and methods. The candidates are attracted to apply for the job through
interviews, assessments and different activities(Windolf, 2016). The NHS hospital's HR gives
advertisement of recruitment in different media-mix I.e. newspapers, billboards, hoardings.
The HR follows different steps while selecting and recruiting the candidates which
include short-listing of applications according to the candidate's qualification and strength.
Short-listing of candidate is done through checking and short-listing CVs, application forms, and
by conducting telephone interviews and questionnaires. Then different models of selection step
are followed including interview of the short-listed candidate conducted by selection board or
panel, audition and psychometric assessment is done in order to measure candidate's mental
capabilities and his behavioural style. The main aim of the selection process is to check the
ability of a person to do the job by analysing his skills, knowledge and capabilities.
The HR should keep in mind some points while taking interviews(Bonn and Forbringer ,
2016). There are various advantages and disadvantages of interview, which are as follows.
Advantages of interview are:
 The interview gives better description of the candidate and his capability to do work.
 Questions can be asked to assess the candidate's knowledge and skills
 Interview provides opportunities to ask more detail about the candidate which is not clear
from CV.
Disadvantages of interview are:
 The interview lacks bias problem, as the candidate can be judged in wrong way by the
interviewer.
 The interviewer may fail in asking the required questions to check capabilities of
candidate.
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CONCLUSION
The HR considers some factors while planning the recruitment process and should use
different approaches as it gets influenced by country's laws, policies and legislation.
Recruitment of individuals in an organisation should be done effectively as individuals affects
the performance of the overall organisation. The social and healthcare workers needs to maintain
discipline with the hospital as well as with patients.
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REFERENCES
Books and journals
Bonn, M.A. and Forbringer, L.R., 2016. Reducing turnover in the hospitality industry: an
overview of recruitment, selection and retention. International Journal of Hospitality
Management. 11(1). pp.47-63.
Farrin, A. and et.al., 2005. Differential recruitment in a cluster randomized trial in primary care:
the experience of the UK back pain, exercise, active management and manipulation (UK BEAM)
feasibility study. Clinical Trials. 2(2). pp.119-124.
Giblin, P.T., 2009. Effective utilization and evaluation of indigenous health care workers. Public
Health Reports, 104(4), p.361.
Noe, R., and et.al., 2016. Human Resources Management: Gaining a Competitive Advantage,
Tenth Global Edition. McGraw-Hill Education.
Pasztor, E.M., 2015. Permanency planning and foster parenting: Implications for recruitment,
selection, training, and retention. Children and Youth Services Review. 7(2-3). pp.191-205.
Windolf, P., 2016. Recruitment, selection, and internal labour markets in Britain and
Germany. Organization Studies. 7(3). pp.235-254.
Online
Regulations for service providers and managers, 2017 [ONLINE] Available
through:<https://www.cqc.org.uk/guidance-providers/regulations-enforcement/regulations-
service-providers-managers>
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