Human Resource Management in Context

This assignment delves into the multifaceted world of human resource management (HRM). It examines HRM practices within diverse contexts, such as developing countries, Latin America, and the tourism industry. The impact of culture, globalization, diversity, and environmental sustainability on HRM are also explored. The provided readings cover a range of topics, from organizational culture to managing human behavior in public organizations and fostering employee green behaviors.

Managing Human Resources
in Health and Social Care

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Factors to be considered while planning recruitment of individuals....................................1
1.2 Relevant legislative of home country influencing selection and recruitment.......................2
1.3 Different approaches used to ensure selecting best candidate..............................................2
TASK 2............................................................................................................................................3
2.1 Theories which shows interaction of person in group or team.............................................3
2.2 Approaches used to develop effective team..........................................................................3
TASK 3............................................................................................................................................4
3.1 Ways to monitor performance of workers............................................................................4
3.2 Need of individual training and development.......................................................................4
3.3 Different strategies for promoting continuous development of individuals.........................5
TASK 4............................................................................................................................................5
4.1 Leadership theories that apply to health and social care workplace.....................................5
4.2 Analysed how they can manage working relations...............................................................6
4.3 Evaluate own development which impact by its approaches in own experiences................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
There are many problems which are faced by society so there are some centres set up by
government or voluntary associations to provide satisfaction to society. There is essential role of
volunteers to achieve objective behind setting them (Armstrong and Taylor, 2014). There are
different associations which work for problem related to society and people are busy in their
working life then scope of health and social care association. This report is based on National
Health Service which is public company deals in health related services. This association was
established in 1948 having headquarter in 1948. This report puts light on recruitment of
individuals, laws related to them, various approaches used by manager to select best candidate.
Further there is discussion about interaction of individual in group, impact of team in operations
of company, training requirement of personnel, leadership theories which are effective for
achieving organisational goals.
TASK 1
1.1 Factors to be considered while planning recruitment of individuals
Selection is process which is very essential for effective working of organisation. There is
requirement of workers in different departments of company but it is essential to place person
from authentic source. Selection and recruitment is time consuming process so there is
requirement of proper planning regarding number of candidates, their training and source of
selection, etc. are essential factors which has to be considered. Factors to be considered while
selection and recruitment are-
 Post of which candidate is required.
 Required skills for that post.
 Sources through which selection has to be done.
 Government rules and regulation related to selection process.
 Advertisement.
These are some factors which are necessarily be considered by management of company
and hence this helps company to achieve business objectives and image of company increases
(Bae, Rowley and Sohn, 2012).
Internal and external are two sources which are helpful and important to achieve business
objectives. There are possibilities of change in requirement of employees so there must be
transfer or promotional of existing employees, so need can be satisfied through internal source
1

only. In selection process cost is incurred so management of NHS must take options which is
cheap and give best candidate for the post.
1.2 Relevant legislative of home country influencing selection and recruitment
Employees are the essential component for organisation, so it is essential to keep them
satisfied. There are possibilities that due to change in government policies NHS health care
organisation has to modify its policies accordingly (Budhwar and Debrah, 2013). These laws
help company to achieve business objectives. These laws help in providing confidence to
employees and they feel secure. Some laws applied in NHS are as follows-
 Equal remuneration act
 Sex discrimination act
 Compensation act
These acts help company to achieve business objectives and if NHS does not accept
theses laws and then government of UK interference in their operations. This affects image of
company. There are many laws related to workers but it is essential to apply them in best way.
While selection and recruitment of workers, manager must convey about these policies
very clearly so there will not be confusion regarding plans and policies. In organisation there are
many employees in organisation and there is change in perception of employees. It is important
to conduct business in better way when employees are satisfied. There must not be
discrimination among employees related to status, caste, colour, creed, sex, etc. HR is the main
component who frame policies for betterment of policies. There are many changes which are
beneficial for company and its growth (Denhardt, Denhardt and Aristigueta, 2012).
1.3 Different approaches used to ensure selecting best candidate
Organisation works with the help of employees and employer. There are different
policies adopted by company to select best candidates. There are different process which
company has adopted to achieve various objectives. Selection and recruitment is done by HR
manager of company and when there of need of employees then best source must be used. As
competition is increasing so it is essential to select best candidate among crowd. There are few
steps through which company can select best person. These steps are-
 Assessment test
 Group discussion
 Personal interview I
2

 Personal interview II
So from these steps candidates scrutinise and at last step personal interview II best
candidates are selected (Harvey and Allard, 2015). Through these steps company came to know
about knowledge of workers related and unrelated to subject. There is difference in level of
understanding so there is difference in ways of communication also. Selection and recruitment is
a time consuming process so it is essential that company has to select candidate which is best and
satisfies need of company.
TASK 2
2.1 Theories which shows interaction of person in group or team
Group formation process by individuals and the way in which they interact with each
other can be analysed by approach such as Tuckman's model. In this model, 4 stages are defined,
that is, forming, storming, norming and performing. Team leader and team dynamics are 2
critical components that governs the way in which individuals interact in group.
Forming: It is observed that initially, when team is formed, individuals are generally
reserve and polite in nature & they observe their other team members. Here, leaders plays an
important role and all members of team are depend on them for guidance.
Storming: In this stage, team members try to emphasize on groups & to solve issues by
themselves. It is an important stage for overall team dynamics formation as this is the phase
where each team member wants to make their presence felt in group by their contribution.
Norming: It is the stage in which individuals are more open to discuss with others and try
to understand perspective of each other on range of areas. It is the stage where people start
accepting perspective of others as well.
Performing: It is the last stage where team dynamics is achieved by team members,
individuals are aware about strengths and weaknesses of each other & accordingly they try to
solve a specific problem by considering suggestions of people as well (Jackson, Ones, and
Dilchert, 2012).
2.2 Approaches used to develop effective team
Various theories that can be utilized by employees of National Health Services in order to
develop and encourage team working. For instance, there must be more personal interaction
encouraged, it means members of staff should be interact very frequently with other team
members. This will assist them in having basic information of each other. In NHS, teams indulge
3

frequently in activities like brainstorming. This will increase their interaction with each other and
they understand the way in which tasks are completed (Kusluvan and et. al., 2010). For
completing any activity, it is essential to identify timeline for attaining a plan and it must be
followed accordingly. Team members needs to meet frequently instead of meetings only. This
will manage continuity in team dynamics. Knowledge sharing should be encouraged by each
others so that, the process of knowledge enrichment remains active. It will further enhance skill
set of team members. In decision making process, management should involve employees so that
effective decisions can be taken. By all this, effective team working can be promoted.
TASK 3
3.1 Ways to monitor performance of workers
There are many associations like old age homes, day care homes, etc. which provide
assistance to people who are residing in society (Varma, 2013). These days role of social care is
increasing because of change in life style. There are various ways in which performance of
employees are monitored. Company uses various tools and methods so that performance can be
checked. Tools and methods used by NHS are-
 Identify the current performance level: Manager of company helps in evaluating current
performance of all employees. It is done so that they can give corrective suggestions and
other views and thus their performance can be improved. Manager can give feedback and
other views so that all employees working in health care sector can improve their
methods and techniques to handle activities which are related with healthcare. Thus
through their views they can improve their performance.
 Identify the areas of improvement: Manager give the views and opinions regarding the
areas in which performance can be improved. All employees themselves and through
suggestions identify areas such as either in techniques and methods used by employee to
handle all patients or other ar4esa van be improved. They can also find that they needs rto
improve in working pattern and their communication level so that all persons can easily
understand the views of employees and can take treatment accordingly.
 Sets the standard for excellent performance: Manager organizes various seminars and
programmes in which they can give different rewards to all employees who had achieved
their goals. Certificates are given to staff members who perform exceptionally well and
4

have handled all patients and other activities in efficient and effective manner. Thus it is
the best way to monitor their performance of all employees.
 Creates a software system: Company can also creates a software system in which all
information related to activities done by employees can be evaluated. It also give data
regarding the working hours they had performed and all other details at end of month.
Hence through this performance can be monitored.
3.2 Need of individual training and development
Training is essential part of organisation. There are many changes which are taking place
in business and it is essential to perform task as per requirement of company. As change in
business environment it is necessary to make changes in business also. There are many policies
related to employees which are framed for their betterment and upliftment (Mendenhall, 2012).
In organisation training is important because this improves their skills and quality of product and
services. In NHS there are many activities which helps to improve skills of workers. There are
different techniques such as classroom training, probation, etc. which helps employees to know
what better can be done to improve their skills. NHS use different techniques for benefit of
society and for this they use latest technology. As change in technology, there is requirement of
learning program so workers can apply new technique in better way. There are many changes
which is taking place in society and hence it is important train personnel. This makes them
competent to face external forces of business. This training is beneficial for company as well as
individual, so manager of NHS must give emphasise on training and learning programme of
workers.
3.3 Different strategies for promoting continuous development of individuals
Continuous development has become necessary for individuals at workplace. There are
some strategies which can be executed to ensure that development of workforce can be promoted
on regular basis at workplace (Ones and Dilchert, 2012). Employees required to be motivated by
their management to develop and enhance their skills continuously. It assist in growth of both,
individual as well as organisation.
Provides recognition for work: The most essential thing that is needed to motivate
workforce for continuous improvement is recognition for work in organisation. It comes in many
forms. It can be an award or can be in monetary form.
5

Salary Hike: Proper hike in salary assists in increasing motivation level of employees.
National Health Services needs to provide appropriate salary to their employees so that they get
motivated and encourage to work in proper way and deliver best care facilities to patients.
Performance feedback: Feedback regarding performance from senior administrators at
regular intervals will assists workforce in knowing about their weak areas. This assists in
selecting proper training programme that improves their skills & knowledge. After performance
appraisal, National Health Service should organise training programme based on performance
feedback of workforce.
Incentives: This increase confidence of employees and they get motivated. It promotes
more development and learning which assists in getting more incentives. This facilitates in
reducing the issue of high employee turnover in National Health Services.
Both, incentives and award requires to be innovative in nature. In health and social care
organisation, various training programmes are conducted for the purpose of updating skill sets
and knowledge of employee (Perez Arrau, Eades and Wilson, 2012). Above mentioned are some
strategies that should be utilized by National Health Services in order to encourage continuous
development of individual within organisation so that effective services can be delivered.
TASK 4
4.1 Leadership theories that apply to health and social care workplace
Leadership is an main aspects of any company, irrespective of the domain which exists.
Likewise in social and health care domain along with that leadership also play a main role in
firms development and workers. Therefore, there are different theories of leadership which can
be implemented to social and health care working environment so that better enhancing of
workplace. Theories of leadership can be situational within a nature. Hence, behavioural
leadership theories is a core concept is a leaders behaviour which is known by everyone. It is
based on years of research by theorists in a leadership field. Leaders find out that they are having
a distinct style related with it (Sauser and Sims, 2013). This mean that portray is a innovative set
of behaviour at entirely various level which make leaders to them. These leaders are having a
nature of self-controlled. In health and care sector, this leadership theory is not succeed, as their
may be various conditions which may not sync with a leaders behaviour pattern. In a case of
situational theory of leadership, they are moulded according to conditions. They try to adopt
quickly according to conditions. Therefore, sector of health care mainly in working environment
6

like NHS there are having various conditions where unexpected cases are coming and quick
treatment decisions can be taken. Such kind of decisions are taken by a situational leadership as
they are more situational leaders as compared to behavioural leaders. Hence, situational theories
of leadership is more useful.
4.2 Analysed how they can manage working relations
One main way to manage working relations is by making a friendly working environment
in NHS. Workplace play a important role in managing work relations. It is necessary to ensure
that there is no type of biasses in a NHS functions. Workplace management is paramount for an
organisation to function in more adequate manner for which company organise various activities.
Their should be in regular hours of working as well as workers are having fixed responsibility so
that they should have clear about their tasks. Therefore, they should be flexible to accept
responsibility if needed but they should motivate to fulfil their responsibilities which are given to
them. For better relations while working in a NHS as well as team building exercises play a main
role. It will lead to better understanding between employer-workers relationship along with that
they give equal opportunity should be provided to workers for proving their potential (Sharma,
Sharma and Devi, 2011). Fully allocation of exercise by supervisors as well as managers should
be done in a effective manner. So that no one workers should feel linked overloaded with their
work. For better relations of working, workers of NHS should promote for coming forward with
new thoughts and ideas are used to improve functions of NHS. It is said to improve relations of
working in a collective effort which is required from managing NHS along with its workers
working their.
4.3 Evaluate own development which impact by its approaches in own experiences
It is based on my own experiences, I had faced many various approaches of management
which influence the development of organisation and individual. I had seen that in a working
environment if techniques is correct then it will be a positive changes in which employees are
effectively allocate in their respective teams along with that feedbacks of specific members is
important (Soltani, 2010). I have experienced various changes in my habits, skills and
experiences. For example: approach of democratic management has impact on companies
decision making process. It is that they feel like empowered to take a critical decisions because it
is a fact that they management has empowered me along with it trust on my skills of executing
decisions. It also assist in boosting professional confidence like me. Therefore, approach of
7

management due to autocratic nature then it gave a negative influence as well. This mean that the
process of making a decisions get focused in hands of choose employees within the company.
This make me feel like I am not connected with firm which provide outcomes into a poor affinity
which gave a negative as well as give rise to demotivation within a working environment. It is
necessary to follow the approaches of management which involve workers at various levels.
I have also seen that how properly company ensures that effective process of standard
operations for its workers are set so that their should be no confusion within workers linked to
their job responsibility. Another main aspects which I see the managers role. They play a very
important role for companies development. If a managers is properly as well as good, it will help
in motivating workers in a positive manner or vice-versa as possible can influence entire
functioning of company (Stone, 2013).
CONCLUSION
From the above discussion it is clear that there is requirement of proper guidance to
employees. There are some issues which affect operations of organisation, so manager has to
frame policies which are effective and efficient. There must be use of different techniques such
as training and development program which help company in achieving their business objectives.
When company has changed their working styles then there is requirement of leadership which
provide guidance to volunteer how to give best services. This helps in inner satisfaction as well
as welfare of society. There is requirement of personnel so it is compulsory to select best
candidate so this helps in best implementation of strategies. There are many activities which
aims at achievement of targets, so there is requirement of framing teams and it is essential to
create good environment in organisation.
8

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bae, J., Rowley, C. and Sohn, T. W. Eds., 2012. Managing Korean business: Organization,
culture, human resources and change. Routledge.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Denhardt, R. B., Denhardt, J. V. and Aristigueta, M. P., 2012. Managing human behavior in
public and nonprofit organizations. Sage Publications.
Harvey, C. P. and Allard, M., 2015. Understanding and managing diversity: Readings, cases,
and exercises. Pearson.
Jackson, S. E., Ones, D. S. and Dilchert, S., 2012. Managing human resources for environmental
sustainability (Vol. 32). John Wiley & Sons.
Kusluvan, S. and et. al., 2010. The human dimension: A review of human resources management
issues in the tourism and hospitality industry. Cornell Hospitality Quarterly. 51(2).
pp.171-214.
Mendenhall, M. E. ed., 2012. Global leadership: Research, practice, and development.
Routledge.
Ones, D. S. and Dilchert, S., 2012. Employee green behaviors. Managing human resources for
environmental sustainability, pp.85-116.
Perez Arrau, G., Eades, E. and Wilson, J., 2012. Managing human resources in the Latin
American context: the case of Chile. The International Journal of Human Resource
Management. 23(15). pp.3133-3150.
Sauser Jr, W. I. and Sims, R. R. eds., 2013. Managing human resources for the millennial
generation. IAP.
Sharma, S., Sharma, J. and Devi, A., 2011. Corporate social responsibility: The key role of
human resources management. Human Resource Management: Issues, Challenges and
Opportunities. 9.
Soltani, E., 2010. The overlooked variable in managing human resources of Iranian
organizations: workforce diversity–some evidence. The International Journal of Human
Resource Management. 21(1). pp.84-108.
Stone, R. J., 2013. Managing human resources. John Wiley & Sons Australia.
Varma, A., 2013. Managing human resources in Asia-Pacific (Vol. 20). Routledge.
Online
Cordray, R,. 2014. Different ways by which economy can attain growth after Brexit. [Online].
Available Through: <http://www.digitalistmag.com/lob/sales-marketing/2014/05/14/5-
ways-technology-has-changed-marketing-forever-01250527>.
Hunt, J,. 2017. What is the relationship between Brexit and organisational performance.
[Online]. Available Through: <http://smallbusiness.chron.com/determines-companys-
profitability-16116.html>.
9