Managing Human Resources in Health and Social Care
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Added on 2019-12-04
Managing Human Resources in Health and Social Care
Added on 2019-12-04
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TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Factors to be considered when planning recruitment of individuals to work in health andsocial care...............................................................................................................................11.2 Ways in which relevant legislative and policy frameworks of the home country influencethe selection, recruitment and employment of individuals.....................................................21.3 Different approaches that may be used to ensure selection of best individuals for work inhealth and social care..............................................................................................................3TASK 2............................................................................................................................................32.1 Theories of how individuals interact in groups in relation to types of teams that work inhealth and social care..............................................................................................................32.2 approaches that may be used to develop effective team working in health and social care................................................................................................................................................4TASK 3............................................................................................................................................53.1ways in which the performance of individuals working in health and social care can bemonitored................................................................................................................................53.2 Ways to identify individual training and development needs..........................................53.3 Different strategies for promoting the continuing development of individuals in the healthand social care workplace.......................................................................................................6TASK 4............................................................................................................................................74.1 theories of leadership that apply to the health and social care workplace........................74.2 Ways in which working relationship are managed...........................................................84.3 Ways in which own development has been influenced by management approachesencountered in own experience..............................................................................................9CONCLUSION................................................................................................................................9REFERENCES..............................................................................................................................10
INTRODUCTIONProductivity of an organization depends on efficiency of employees and operationalmanagement. Health services are one of the fundamental sectors of the society. It aims to providecurative and rehabilitative care to patients with optimum level of services. There are threecomponents of the health care: Human resources, physical capital and consumables. Propermanagement of human resources is a deciding factor for quality health care. In order to deliverhealth services, management takes into consideration various aspects of clinical and non-clinicalstaff such as their recruitment and selection, training, performance appraisal and other factors.Present report is prepared to elucidate the management of human resources in organizations. Forthat purpose, health and social care unit St. Patrick's Nursing home is taken into account.TASK 11.1 Factors to be considered when planning recruitment of individuals to work in health andsocial careFor successful health care system, properly trained and competent staff is essential. Whileplanning to appoint eligible and capable staff in the organization, following factors are to be keptin consideration:Requirement: Fundamental step considering the management plans recruitment andselection of staff. By scrutinizing the number of existing employees, vacancy ofemployees are determined (Cooper, 2007).Financial resources: Both number and cost of managing human resources are keyconcern of employer while recruiting employees. The organizations are both Governmentfunded and also use employer-paid system. To get appropriate supply of trained staff thisattribute is also taken into account. Eligibility: Health care sector is an industry in which service providers are closely linkedwith patients and vulnerable people to provide them intimate care. To attain theefficiency, equity and quality objectives, skillful, knowledgeable and experiencedemployees are hired. Employees with desired qualification such as associate degree inmedical are hired (Day, 2007).Competency: With the advancement in technology, there is the paradigm shift in processadopted in cure and treatment of the patients. New equipment and methods are being1
used. For that purpose, staff with the respective competency is required that possessknowledge of working with those equipment. Further, for purposes like assistingprofessional and doctors in their treatments and giving proper care to patients, theapplicants are required to be competent.1.2 Ways in which relevant legislative and policy frameworks of the home country influence theselection, recruitment and employment of individualsGovernment and legislative bodies frame laws and regulations in their countries to ensurethe protection of employees and consumers in various aspects. ST Patrick's Nursing Homeabides all the laws framed by the agencies. By following all these rules and regulations, thenursing home intends to give equal services and opportunities irrespective of social, economicand cultural background. It imparts significant impact on functioning and strategy framed by themanagement to run the organization (Holyoak, 2003).1978 Uniform Guidelines on Employees Selection procedures: The law is framed toensure that recruitment process adopted by St. Patrick's Nursing home withstand thevalidation tests with proper use of the procedure.Civil Rights Act of 1964: This law ensures that while pursuing the recruitment process,there is no discrimination made on the grounds of race, color, sex, religion or nationalorigin. It also prohibits the discrimination of any kind in the practices, procedures and thepolicies of the organization.Abiding the laws of equal pay act 1963 and fair labor standards, the organization fulfillslegal parameters such as non discrimination in payment on the basis of gender andensures that employees are provided with minimum salary and other work conditionswhich they are entitled to as per the legal norms (King and Lawley, 2012).St. Patrick's nursing home embraces diversity among work culture by encouraging nondiscrimination in recruitment and appointment of the candidates. It leads to enhancementof productivity and efficiency of the organization.1.3 Different approaches that may be used to ensure selection of best individuals for work inhealth and social careIn order to recruit most eligible and suitable employees, different approaches are used bySt. Patrics organization (Martin, 2005). Adopting following approaches, optimum selection canbe ensured:2
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