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Human Resource Management An Introduction - Assignment

   

Added on  2019-12-03

16 Pages3797 Words136 Views

TABLE OF CONTENTSintroduction......................................................................................................................................5task 1................................................................................................................................................51.1................................................................................................................................................51.2................................................................................................................................................51.3................................................................................................................................................51.4................................................................................................................................................5Task 2...............................................................................................................................................52.1................................................................................................................................................52.2................................................................................................................................................52.3................................................................................................................................................52.4................................................................................................................................................5Task 3...............................................................................................................................................53.1................................................................................................................................................53.2................................................................................................................................................53.3................................................................................................................................................53.4................................................................................................................................................5Task 4...............................................................................................................................................54.1................................................................................................................................................54.2................................................................................................................................................54.3................................................................................................................................................54.4................................................................................................................................................5conclusion........................................................................................................................................5references.........................................................................................................................................6

INTRODUCTIONManaging human resources means designing the organization in such a way that it get easy forthe human resources to adapt the working environment. HR is chiefly concerned with themanagement of people within organizations, focusing on policies and systems. The aim of thisreport is to raises the awareness regarding recruitment, management and development of peopleworking in NHS hospital (Hart and Bond, 2007). In summation, it is crucial to know managingof human resources and the importance of the human resource department in the recruitment ofstaff who are competent and able to carry on the roles and responsibility needed in health andsocial care. TASK 1- CASE SCENARIO1.1 Explain the factors to be considered when planning recruitment of individuals to work in health and social care.Factors to be considered when planning the recruitment of doctors, nurses and support staffs towork in NHS hospital are:A broad planning recruitment policy- The most important factor to be considered is toidentify the need of recruiting doctors, nurses and support staffs(Munn-Giddings andWinter, 2013). At times, some chance are there to restore them for accomplishing needsof the hospital. Thus, NHS hospital should first confirm and check it.Personnel policies of NHS hospital- A role profile reveals doctors, nurses and supportstaffs capabilities and ability. That demand education and experience which need to bedelivered to evaluate an individual during interview. Furthermore, candidate's specializedknowledge and ability, total behavioral pattern, qualifications and definite demands areneed to be soundly well thought out while recruiting them in the hospital (Snell, Morrisand Bohlander, 2015).Expenditure on recruitment- NHS hospital needs to reflect on cost of recruitment andfinancial connotations. When a huge scale system recruits a large amount of worker onyearly basis then it has to invest money on the human resource. As an instance, NHShospital has to take some important factors into thought process, like promotionalcharges, agency fees, travel cost expended by doctors, nurses and support staffs andapplicants, hospital's recruitment cost (NHS hospital services, 2014).

1.2 explains how relevant legislative and policy frameworks of the home country influence the selection, recruitment and employment of individuals..In UK, there are a many legislative and policy frameworks that determinate the selection,recruitment and employment of doctors, nurses and support staffs. Some leading laws for NHSHospital are: Sex Discrimination Act 1975, Occupation Act 2008, The Race Relation Act 1976and Legislation Occupation Dealings Act 2004.Sex Discrimination Act 1975 saves staff of the hospital from any kind of discrimination. Jobhunter faces direct and indirect discrimination. Direct discrimination consists of ignoringcandidate due to a characteristic. Then determining not to hire , reject them and educating thenew staff of the hospital. The hospital should also promote applicants who feel that parity andrighteousness has not been matter-of-fact throughout the selection and recruitment process tobring their issues to the Associate Manager and in HR’s attention in the hospital (Peter andRobert, 2015).The Occupation Act 2008 regenerated many issues from random elements of UK labor law.NHS hospital covers conflict resolution, modify execution of the minimum wage and standardsof occupation agency and obey updated case laws (Maslach and Jackson, 2013). NHS hospital isrecruiting different doctors, nurses and support staffs which can represent the entire society. Tofulfill this, the hospital should encourage and support applications from those that are under-delineated in the organization. 1.3 evaluates different approaches which may be used to ensure the selection of the best individuals for work in health and social care.There are two main approaches for the selection and recruitment of individuals in NHS hospital.These approaches are basically evaluating doctors, nurses and support staffs by testing throughappraisal centers (NHS hospital services, 2014). It is suggested that the NHS Hospital shouldview and follow following approaches while recruiting:Interviews- Conducting interviews is the first and foremost step of selecting theindividual. In NHS hospital the managing staff, panels and selection committee conductinterviews (National Health & Safety Legislation and Codes of Practice, 2015). During aninterview of a health care specialist, the interviewer can talk about a candidate’s feeling and can

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