Managing Human Resource

This report discusses the factors to consider while planning recruitment, the influence of legislative and policy frameworks, and different approaches to ensure selection of best individuals. It also explores theories of how individuals interact in groups and provides approaches for promoting effective team working. The content is relevant to the subject of human resource management and is applicable to St-Margaret's Nursing Home.

Managing Human
Resource

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Part 1................................................................................................................................................3
Task 1...............................................................................................................................................3
1.1 Considerable factors while planning recruitment..................................................................3
1.2 Relevancy and influence of legislative and policy frameworks............................................4
1.3 Evaluation of different approaches to ensure selection of best individuals...........................4
TASK 2 ..........................................................................................................................................6
2.1 Theories of how individuals interact in groups in relation to the teams................................6
2.2 Approaches for promotion of effective team working ..........................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management is the vital part of business enterprises which manages the
work force in organisation. It includes planning, organising, recruiting, selecting, training, etc.
In this report the factors of planning is considered of the recruitment of individual in health and
social care. The impact of the legislation policies and framework effects the process and different
approaches which are used for selection will be discussed. Various theories and approaches for
effective team work will be evaluated. Health and social care is an important segment that has to
provide effective services to the communities and surroundings for maintaining the health status.
This report helps in understanding the methods which are adapted by human resource
management to handle and organise employees working in St-Margaret's Nursing Home.
Part 1
Task 1
1.1 Considerable factors while planning recruitment
Recruitment is a crucial process which requires proper planning and evaluation. For
every candidate that is hired, the company has to bear huge developmental costs. Right from
recruitment and selection to training, St-Margaret's Nursing Home has to plan out each and every
task. Following factors have to be considered during this planned recruitment process. Outsourcing: The process in which certain operations or business activities of a company
are performed by other company is outsourcing. When organisation doesn't hold core
competencies for recruitment then firm must concentrate on ways which will enhance the
process rather than bringing in unskilled labour force (Taylor, 2014). Talent Pool: Employment or recruitment needs can be met by reaching out towards a
community or a particular region. The use of this local talent pool helps in reducing
relocation and searching costs. Competition: Highly advancing world is providing opportunities to various businesses
for growth and development. This increasing competition helps in ensuring growth and
success but company has to make sure that recruitment is in accordance with this factor. Personnel Utilisation:Categorisation of specific skills is important to hire the right
candidate. These skilled individuals add value to every activity of the organisation and
bring up much more valuable staff in the future.
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 Company Objectives: The objectives and goals which have been designed by the
company must be fulfilled from the recruitment and selection process. The planning
process is highly affected from objectives and goals because they are like guidelines
which help in directing other organisational activities (Derous and De Fruyt, 2016).
1.2 Relevancy and influence of legislative and policy frameworks
The legislations and policies which have been designed by the government of UK are
very crucial for every functional organisation. Recruitment, selection, training and development
activities are some of these major business activities which are to be guided by the principals and
elements of legal frameworks. St-Margaret's Nursing Home had different kinds of problems like:
 High rate of employee turnover
 Inflexible contracts
 Inadequate supervision
 Improper recruitment and selection
 Unethical practises
The legislations like Equality Act 2010, Equal Pay Act 1970, etc. are highly influential in
affecting business decisions. Employment Policy and Legislation Employment Act 2004 helps in
resolving conflicts which often occur at work. The Sex Discrimination Act 1975 protects
workers from getting discriminated on the basis of their colour and religion. The national
minimum wages act 1998 ensure that minimum wages are provided to the workers as per the
governmental laws and legislation. The employment rights act 1996 protects the worker for
getting terminated without notice. On the other hand, the human resource management has to
take care that equal opportunities are provided to every individual working in the Nursing Home.
These legislations and policy frameworks are helpful in guiding the business activities regarding
ethical practises (Internal & External Factors Influencing Recruitment, 2017).
St-Margaret's Nursing Home doesn't have classified provisions for contracts or
recruitment and selection which is the most significant part of every organisation. The current
HR policies are responsible for high rate of employee turnover. There is lack of communication
in staff and other worker which affects the team building of the organisation. This means that the
quality of employees that are being selected is being compromised which as a result affects the
productivity and profitability of the institution. Conflict resolution, procedures, practises and
decisions related to the organisation are taken with reference to these legal frameworks.
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1.3 Evaluation of different approaches to ensure selection of best individuals
The following approaches can be used for selection of best individuals at St Margaret’s Nursing
Home: Integrity tests- The strength of this test is that with the help of it, an employee is able to
demonstrate his or her abilities in a positive manner by making measurement of the
experiences and attitudes (Berman and et.al., 2012). This is suitable for selecting staff for
health and social care organization as it will help in determining the nature of
trustworthiness, honesty and dependability of the employee. However, the management
of the nursing home will not be able to judge the clinical knowledge and skills of the
candidate through this approach. Situational tests- These tests provide an effective approach of determining the response
of an individual in different situations. The strength of this test is that it will be suitable
for healthcare organizations like St Margaret’s Nursing Home because there are different
critical situations in the nursing home that need to be tackled with appropriate level of
patience and clinical reasoning. Hence, this test will help in ensuring that best individual
is selected at the nursing home. However, the limitation of this test is that it aims to judge
the skills and ability of an individual only on the basis of his performance within a
definite time period (Guest, 2011). Hence, better candidates may be missed if they are not
able to perform well in the given time. For example an candidates are provided with
stress situations, where there mental stability is checked by selectors. General mental ability- This is considered to be most effective tool for selection in all
sectors. The strength of this approach is that with it the future performance of a candidate
can be effectively predicted in all types of job levels (Wright and McMahan, 2011).
Another advantage of this test is that there is no need of special training for administering
it. Therefore, it will not add to the cost of St Margaret’s Nursing Home. However, it may
be possible that with the use of this test, members of a minority group are at substantial
disadvantage.
Recommendations
The following recommendations can be made for St Margaret’s Nursing Home:
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 Develop selection process- It is recommended to St Margaret’s Nursing Home to develop
the selection process on the basis of selection tools that are standardized, benchmarked
and quantifiable. Selection process must check the ability of candidates whether they are
able to work in team or not. As the hospital is facing lack of team work. Identifying habitats of natural career- As per the scenario, the nursing home was facing
problems and several residents had complained about the staff. Therefore, there is a need
for people who consider care and treatment as service for mankind rather than just a
profession (Chuang and Liao, 2010). It is recommended to the nursing home to identify
habitats of natural carers and search for applicants there. For example, from the past
experience it can be said that religious belief and compassion are strongly related. Hence,
the nearby local churches and religious groups can serve as effective candidate pools for
the chosen health and social care organization.
 Structured interviews- St Margaret’s Nursing Home is recommended to adopt structured
interviews in selection process. This should comprise a series of predetermined, job
related and specific questions that will be asked to the applicants. Further, scores are
provided for their responses using a detailed criterion. The strength of this method is that
the effects of personal biases may be reduced as the scoring guide is filled by the panel of
2-3 trained managers who conduct the interview.
TASK 2
2.1 Theories of how individuals interact in groups in relation to the teams
Teamwork theory or Team stages model
According to this theory, small groups have two features in common. The group structure
and the task activity. As per the team stages model developed by Tuckman, groups need to pass
through four stages when they evolve into a team (Weller, Boyd and Cumin, 2014). These stages
were named as forming, storming, norming and performing. Forming is the initial stage of team
development while storming is the next stage at which people being considering themselves as
team. The third stage is norming in which the team members develop closeness and establish
ground rules. Performing is the last stage in which the focus on team relationships as well as the
task increases (Finn, Learmonth and Reedy, 2010). The types of teams that work in St
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Margaret’s Nursing Home, are at initial stages of Tuckman’s model. There is negative
atmosphere from management which may be acting as an inhibiting factor in teamwork.
Goffman’s theory
Goffman’s theory is concerned with the interaction that takes place during teamwork. It
clarifies and defines various components such as roles of various members in the team,
individual team member, agreements, contradictory opinions within the team etc. Therefore, with
the help of this theory, it becomes possible to gain an overview of the team and various
interactions (McCulloch, Rathbone and Catchpole, 2011). Considering the scenario of St
Margaret’s Nursing Home, Goffman’s theory explores the ways in which professionals present
themselves when they interact in the wards of the nursing home. As per this theory, overt and
covert are the two types of processes that occur between different groups of professionals. Both
the types of processes need to be improved at the St Margaret’s Nursing Home to promote better
teamwork. It emphasises the interactions between the workers and the employer. They are also
working as a team to attain the common goal. It identify the need for understanding action in
social situations.
2.2 Approaches for promotion of effective team working
The following approaches may be used by staff at St Margaret’s Nursing Home at different level
for promoting teamwork: Provision of team training: The nursing home should provide comprehensive generic
team training to all the care givers. This will help them in understanding the importance
of teamwork. The training not only helps in team building but also helps in developing
and effective interpersonal relationship in the organisation. (Reeves and et.al., 2011). Refined communication processes: Teamwork can be developed and promoted at St
Margaret’s Nursing Home by refining the communication processes. A clear
communication process will ensure that team members understand their responsibilities
and roles properly (Meredith Belbin, 2011). Therefore, it will help in better coordination
and team work between the healthcare professionals and carers. Communication is an
essential in team building and it should always be two way. Everyone must respect the
opinions and provide feedback if necessary. There can be formal or informal
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communication. Informal way of communication can be seen in staff and worker of same
departments whereas formal can be seen in line and staff structure of the organisation.
 Clearly defined objectives: This is another method through which teamwork can be
promoted at the nursing home. If the team members are aware about objectives that are
to be achieved, they will be able to work in better coordination with others as it will avoid
duplication of tasks. Clear objectives help the workforce to work smoothly and
efficiently. Hospital was facing issue of misunderstanding as there was no clear
objectives were set. Thus making objectives and articulate them to the workforce to
clarify the doubts and simplify the journey of the organisation.
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REFERENCES
Books and Journals
Berman, E. M. and et.al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Chuang, C. H. and Liao, H. U. I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
Psychology. 63(1). pp.153-196.
Derous, E. and De Fruyt, F., 2016. Developments in Recruitment and Selection
Research. International Journal of Selection and Assessment. 24(1). pp.1-3.
Finn, R., Learmonth, M. and Reedy, P., 2010. Some unintended effects of teamwork in
healthcare. Social science & medicine. 70(8). pp.1148-1154.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
McCulloch, P., Rathbone, J. and Catchpole, K., 2011. Interventions to improve teamwork and
communications among healthcare staff. British Journal of Surgery. 98(4). pp.469-479.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Reeves, S. and et.al., 2011. Interprofessional teamwork for health and social care (Vol. 8). John
Wiley & Sons.
Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An
International Perspective. 10(6). pp.139-14.
Weller, J., Boyd, M. and Cumin, D., 2014. Teams, tribes and patient safety: overcoming barriers
to effective teamwork in healthcare. Postgraduate medical journal. 90(1061). pp.149-
154.
Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human resource management journal. 21(2).
pp.93-104.
Online
Internal & External Factors Influencing Recruitment. 2017. [Online]. Available
Through:<http://smallbusiness.chron.com/internal-external-factors-influencing-
recruitment-11905.html>. [Accessed on 11th April, 2017].
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