Managing Human Resources in Health and Social Care: A Comprehensive Guide

This comprehensive guide explores the intricacies of managing human resources within the health and social care sector. It delves into key aspects such as recruitment, team dynamics, performance monitoring, training and development, and leadership theories. The guide provides practical insights and real-world examples to equip readers with the knowledge and skills necessary to effectively manage human resources in this dynamic field.

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MANAGING HUMAN RESOURCES IN HEALTH AND SOCIAL CARE
Contents
MANAGING HUMAN RESOURCES IN HEALTH AND SOCIAL CARE................................................................1
INTRODUCTION...........................................................................................................................................2
LO 1.............................................................................................................................................................3
1.1 FACTORS CONSIDERED WHEN PLANNING RECRUITMENT OF INDIVIDUAL IN HEALTH AND SOCIAL
CARE........................................................................................................................................................3
1.2 ROLE OF LEGISLATION AND POLICIES OF HOME COUNTRY IN RECRUITING THE EMPLOYEES OR
INDIVIDUAL..............................................................................................................................................4
1.3 EVALUATING APPROACHES THAT ENSURES SELECTION OF BEST INDIVIDUALS................................5
LO 2.............................................................................................................................................................7
LO2.1 THEORIES OF INTERACTION OF INDIVIDUALS IN GROUP IN RELATION TO THE TYPE OF TEAM....7
2.2 Various approaches that might be used in London Nursing Home to develop effective team
working-..................................................................................................................................................8
LO 3.............................................................................................................................................................9
3.1 Ways to monitor the performance of individuals in social and healthcare sector.............................9
3.2 How individual training and development needs can be identified at London Nursing Home-...10
3.3 Different strategies for promoting the continuing development-...................................................11
LO4............................................................................................................................................................13
4.1 Explain the theories of leadership that apply to the Health and Social Care workplace..................13
4.2 Analyze how working relationships may be managed.....................................................................14
4.3 Evaluate how own development has been influenced by management approaches......................15
References.................................................................................................................................................17

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INTRODUCTION
This assignment focuses on management of human resources within health and social care. It is
essential to manage human resources as it will help or focus on the recruitment process and will
also give direction to people working in the organization. Having a good management team for
human resources will ensure good recruitment of individuals and will help in building a proper
and effective team (Reich, 1995). This assignment focuses on and explains the plan as to how
people can be recruited and explains the influence of legislation of the country in the selection of
an employee and will describe several approaches that can be adopted in the selection of an
individual. Several theories are explained as to how individuals interact in a group and also
evaluating approaches for effective team working. It will explain about ways in which
individual’s performance can be monitored and access training and development of an
individual. This assignment also focuses on analyzing different strategies that can be adopted to
improve the development of an individual. It will give details of theories of leadership and
analyzes working relationship and evaluation one’s own development which is influenced by
management approaches.

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LO 1
1.1 FACTORS CONSIDERED WHEN PLANNING RECRUITMENT OF INDIVIDUAL
IN HEALTH AND SOCIAL CARE
Several factors are to be considered when planning recruitment of an individual but before that
one must understand the reason behind recruitment and that in itself is a very important factor.
Once the reason behind recruitment is known one can easily understand the requirement of the
organization from new recruits. Like in the case of London nursing home, the recruitment is
required as there is insufficient staff and also the efficiency of work provided is declining day by
day (Kabene et al, 2006). So while recruiting employees in London nursing home following
factors should be considered:
First and important factor is recruiting employees as per their skill. Skilful and dedicated
employees should be hired for providing better efficiency of work. They should be assessed
for having basic skills which can be helpful for work.
The second important factor is to have good communication skills, have good bonding with
teammates and good leadership qualities which will eventually help the organization to work
better.
The third important factor is the compensation provided by the organization, it should be
enough for the individual being recruited as this is one major issue due to which employees
quit.
Another important factor is having a good and healthy environment and the organization
must focus on providing working hours which are acceptable for the employees as well.
Another important factor is going by the norms and rules given by the government for
recruiting employees
All of these factors must be considered before recruiting any employee to ensure quality work at
London nursing home. One must keep this in mind that the recruitment should not be based on
favouritism but should focus on these factors.

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1.2 ROLE OF LEGISLATION AND POLICIES OF HOME COUNTRY IN RECRUITING
THE EMPLOYEES OR INDIVIDUAL
Organization alone cannot decide for the recruitment of employees. It is based on governmental
policies which provide the basis for any organization and guides them in the process.
There are several policies that are described by the government which will help the organization
in recruiting an individual:
1. Employment policy & legislation employment relations act 2004, (Stewart, Clark &
Clark, 2007).
2. Sex discrimination act 1975
3. The Race relation act 1976, (Miles, 1993).
Employment policy act mainly focuses on every employee being treated same way which
means having the same salary and no sort of discrimination should be done towards the
employees. This policy aids in preventing discrimination but different wages and
designations can be provided as per the company’s protocol.
These policies strictly focus on discrimination which is not to be done on any basis like sex,
race, religion etc. Sex discrimination can be described by 3 different types of discrimination
like:
Indirect discrimination
Here the victim is targeted indirectly for the process by complaining and notifying other
deficiencies rather than focusing on the main requirement (Mason, Leavitt & Chaffee, 2013).
Direct discrimination
In this, the individual is approached directly and is told about not being apt for the job just on
the basis of sex without looking into the profile or work experience or skill.
Victimization
It is basically victimizing a person and targeting them for every issue or problem which can
have a really bad result on the employee being victimized as his mental state can be affected.

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Discrimination on the basis of caste, race, sex, and even marital status is seen very often.
People believe to be hiring single employees for better efficiency of work. All of these
policies should be adopted by the London organization so that no discrimination comes into
play and all of the employees get their rights (Sexton & Bowman-Upton, 1990). As in given
scenario, the recruitment HR complains about the discrimination going on for recruitment
process at the London Nursing Home. Following and ensuring the implementation and
maintenance of these policies at this organization will ensure no discrimination and proper
recruitment process followed by the organization. This will reduce the error caused due to
discriminatory recruitment and ill-skilled workers getting jobs (Cascio, 2018).
1.3 EVALUATING APPROACHES THAT ENSURES SELECTION OF BEST
INDIVIDUALS
Every organization wants best of the employees for better working and for giving quality
work to the service users. There are a lot of things that should be focused on before choosing
an appropriate candidate. There are certain things enlisted below which helps in finding the
best of employees, at London Nursing Home various approaches are to be implemented and
taken action to provide better human resources.
First and foremost step is having a proper personal interview with the individual will explain
a lot about himself and about his work and attitude towards others so organization must focus
on having a proper private interview with the individual, the panel judging the interviewee
should be fair and should follow all the policies of non-discrimination and equality during the
recruitment interviews. After interviewing the candidates London Nursing Home recruitment
panel should sort the candidates from the interview process who are eligible for the job and
then assess the candidate on basis of written and verbal tests which should be related to
health and social care knowledge (Chen et al, 2004). The written tests will score and sort the
candidates further to certain eligibility in accordance with the knowledge they pertain. The
Organization should next make it mandatory for selected or candidates who pass the written
and verbal test to go through a skill test, the recruitment panel should make arrangement of
having a skills lab and provide a test for candidates to show and perform their skills
regarding health and social care, various factors of health and social care should be kept in
mind and test should be prepared to contain the clinical aspects as well as non-clinical

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aspects (Paul, 2010). Candidates who can pass these skills test efficiently should be sorted
and clinical reasoning and psychology tests should be carried on them. An efficient worker at
healthcare will be able to make appropriate clinical reasoning and better decisions. These
steps will ensure a better selection of trained and eligible candidates to get righteous
recruitment at the London Nursing home.
These approaches recommended will ensure proper recruitment policies for the London
Nursing Home and will ensure better results based on good human resources utilization.
These approaches are also better and aid for the recruitment panel to ease the process and
make decisions based on ability and reduces bias and discrimination whereas inappropriately
addressing these approaches and manipulating the steps will create negative effects and voids
in the organizational working.

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LO 2
LO2.1 THEORIES OF INTERACTION OF INDIVIDUALS IN GROUP IN RELATION
TO THE TYPE OF TEAM
Communication and better interaction among healthcare professionals and individuals is key
to success for any healthcare organization. As seen in given case scenario, at London Nursing
Home healthcare workers are not efficient enough to communicate and interact well with
each other neither in groups not on an individual basis (Miller, 2004). This has led the
organization to go through a very major turn over and has deteriorated the service quality of
the organization. There are various models that explain how the individual’s interact with
each other in groups and in types of teams. A good theory of interaction should be adopted at
London Nursing Home. The theories of interaction are of four types include forming,
storming, norming and performing, each theory differs from other and for every team as per
its specification it should be utilized.
Forming theory includes a very keen role of leader of the team; all the employees depend on
the leader to ensure the solution of problems (Shalley & Gilson, 2004). Employees interact
with each other and are polite and obedient to the leader and work together to find
appropriate solutions. Storming interaction consists of every member of the team working
efficiently to put forward his ideas and opinions in the team. The competition level is high in
such interaction but creates a very negative environment at times and such interactions are
best advocated when the team members are equal and able to raise their voices equally. Else
there will arise conflicts between the members of the team to a great extent without
supervision and guidance. The norming interaction includes all employees working together
to achieve a goal and have the ability to adjust to changes nicely, this kind of teams are well
supervised and guided and are able to achieve better results. The performing theory of
interaction involves the participation of all team members willingly and to an equal extent to
perform better and achieve an aimed goal. These kinds of team interactions work very
efficiently in health and social care sector.
At London, Nursing Home performing theory of interaction should be administered and
teams should be divided according to clinical and non-clinical departments of the healthcare.

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This will allow every employee to work expertly in their concerned area of skills and achieve
the desired goals being in a well-formed and well-interacted team.
2.2 Various approaches that might be used in London Nursing Home to
develop effective team working-
Effective team working and working in collaboration is a very important aspect of health and
social care. As seen in London Nursing Home the lack of teamwork is evident and it is
lowering the efficacy and quality of services. Different approaches should be administered at
London Nursing Home to ensure better teamwork and better services within the healthcare.
Better communication as discussed will lead to better collaboration in working. Employees
should be trained effectively to communicate and interact well using proper techniques and
ways of interaction, this will enhance the teamwork and workers will collaborate with each
other to achieve standard service mark. Compassion towards each other is another important
aspect of adequate teamwork. Supervision and guidance of appropriate authorities will
enhance the teamwork and manage the human resources effectively in healthcare; this is
usually seen as strong leadership. Approaches to motivate and inspire the employees to
achieve goals and bring quality and standard to their practice are essential and can lead health
care workers to work in collaboration. A separate department to address all the problems and
grievances of the employees will help them to readdress their qualities and others qualities
and work together (Diallo et al, 2003).
Team leader and superior authorities play a very important role in producing a protocol for
teamwork, proper legislation with implementing rules and regulations for working at an
organization will reduce the chances of error and lack of teamwork. Strict actions to be taken
against employees using criticism for fellow employees and creating a negative environment
for others and self will ensure proper working. The inbuilt quality of an employee also makes
difference in teamwork as properly trained employees will know how to work in team and
recruitment of inefficient employees will create nuisance in the organizational working.
These qualities and regulations are lacking in London Nursing Home which is creating a
drawback in collaborative working, implementation of such approaches will help the
organization thrive back and attain success.

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LO 3
3.1 Ways to monitor the performance of individuals in social and healthcare
sector
Every organization works effectively when its employees work effectively, to monitor the
work of organization one has to monitor the work and performance of the employees on
individual and team basis. Monitoring the performance will provide the scope for
improvement and appraisals for the employee and the organization. There are several ways to
monitor and measure the performance of an employee. These include-
Assigning similar work to different employees of teams and comparing the results and targets
achieved. This way will ensure the efficacy of an employee over another and the ability of
one over another (Smith et al, 1996). The degree of effectiveness of the services and
performance towards the service user can also be monitored by records and data. Staff at
healthcare has sole duty to provide effective services to the patient and take care of their
requirements and needs. The approaches used by staff members to provide care can be

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evaluated by taking feedbacks from their respective patients and evaluating the extent of
patient-centred care provided by them (Baker et al, 2010). This will ensure that how the
employee is performing in carrying out duties he is assigned and what kind of customer
satisfaction is he providing. Even nurses in healthcare staff are responsible to be guided by
their doctors and do accordingly as their doctor suggests, feedback from doctors about the
performance and the clinical reasoning of the nurse can be taken to monitor her performance.
Top performers in the organization will get a bonus, incentives, appraisal in any form as
suggested by the company's management. The non-performer employees who cannot
perform the given duties efficiently should be given training and guidance by the
organization to enhance their working (Oandasan, Baker & Barker, 2006).
Higher authority of the assessor may also give feedbacks and criticize the employees for their
performance, every employee should be adequate to carry on the feedbacks and improve their
working as per the organization's goals.
At London Nursing Home various computerized data recording system also should be
installed to keep a good check and monitor the performance of its employees. This will create
a better impact on the organizational working and reduces the errors caused by ineffective
services.
3.2 How individual training and development needs can be identified at London Nursing
Home-
In healthcare continuous professional development is very much essential as changing era,
researchers and new competitions make a huge difference in changing and bringing new
concepts in healthcare. For this reason, every individual at healthcare should be trained
continuously with changes associated with the society and healthcare services. Advancement in
technologies and changing market strategies make it a need for London Nursing Home to update
its employees and train them according to the requirements of healthcare. To know the need and
requirement of training of employees organization should follow some of the approaches which
involves, identifying the objectives of the organization, monitoring the quality and performance
of the organization, identify all the drawbacks and areas of concerns and improvement, review
all critical issues and find the cause and solution, measure the limitations of employees and
areas where they cannot perform adequately also organization has to identify the ability of each

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employee individually and compare it to the eligibility required for this organization. Different
leadership theories are to be implemented to enhance the training and work of employees which
includes, motivation theory, trait theory and power and contingency theory (Clarke, 2005).
Every organization has a difference in working and protocols and follow the different regime for
service delivery when an organization hires new employees it is crucial to avail them with a
training session to make them orient and understand the rules, regulation and working protocols
of this organization. Without the training, employees will not be able to work efficiently and the
working errors may increase. People entering the organization for the first time appears fresher
to the organization with no experience of the working style of a particular organization (Weaver
& Rosen, 2014). It is very important to train them before expecting efficient services. Another
case where training is very important is the promotions and when the higher designations are
been given to individual the responsibilities differ and increase so proper training is to be given
to ensure the person given the higher promotions understand the roles of the post adequately.
Training does not only require to be given when the occasion persists but it has to be on a routine
basis for better service delivery. The organization has to identify the scope of improvement and
train the employees for what new strategies and concepts are arising in healthcare. Adequate
training for handling, using and skillfully performing tasks with advanced technology and new
interventions in medicine will ensure better services and customer satisfaction (Eppich et al,
2011).
3.3 Different strategies for promoting the continuing development-
Continuous development professionally is very important in today’s era. As discussed above it is
mandatory by the organizations these days to enhance the knowledge and skills of employees
and workers. Continuous development can be promoted by following some strategies and such
strategies enhance the interest of employees and individuals to enhance their skills and develop
professionally. These strategies include frequent appraisals by the organization to the employees
for hard work and motivation in the manner of hike in salary and incentives to promote the
development of their profession. As discussed conducting training sessions routinely to enhance
their exposure towards new adaptability to new technology and advancements is essential and
helps in continuous development (Roberts & Pruitt, 2008). Training sessions by experts in
psychology and human behaviour can train the employees at London Nursing Home to

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understand the requirements of the patients and allow them to provide patient and family-centred
care as the demand of changing healthcare. The Maslow's theory is used by the organization to
work on the psychology of employees and increment in their wages and appraisal for work is
seen as a motivating factor to attain cooperation in continuous development strategies (Herzberg,
2008). Feedbacks will help employees to improve the areas of limitations for them and increase
the effectiveness of their practice. These feedbacks will also enhance the organization to provide
training for concerned areas and enhance the services. These strategies should be taken up by the
London Nursing Home to ensure the continuous professional development of its employees and
provide better quality services (Penuel et al, 2007).

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LO4
4.1 Explain the theories of leadership that apply to the Health and Social Care
workplace.
Transformational Leadership- this theory is the counterpart of the transactional leadership
theory. The transformational leadership theory is based on the idea of setting up innovative
standards for the members considering their areas of skills and guiding them to practice it
efficiently as a team. The leaders themselves demonstrates and practices the code of conduct to
develop a sense of faith and trust within the workplace. The leaders provide staff with the
provision of decision making and motivate them to implement the same. The foundation of this
theory lies in a correlated relationship which helps the staff to grow as leaders hence, members
experience a sense of job satisfaction at all levels of the organization. However, the odds of
misuse of power cannot be overlooked. The leaders can have an immense impact on the
followers. The dependency of the staff is another factor that can empower leaders to practice
manipulation.
Behavioural theory- this theory emphasizes the actions, skills and practices of the leaders. It
explains that the skills of leadership are not just inherited but can also be acquired. According to
this theory, the leader should have good knowledge of the organization, should be self-
controlled, should be efficient in maintaining public relations, work effectively in a crisis and
motivate fellow members. However, this theory fails to explain the ineffectiveness of the
behaviour of the leaders in different situations.
Situational theory- this theory states that any crisis depends on the problem, environment, the
followers and the particular way of working of a leader. Any particular way of working cannot
be ideal for various situations hence the leader should be flexible. A certain way of working can
be helpful in one situation but applying it in all situations is practically incorrect.
Three types of leadership are explained namely authoritarian, democratic and laissez-faire
leadership. The democratic leadership style empowers the leader and the staff equally. The
leaders provide a freedom to work and make decisions for the members. The authoritarian style,
on the other hand, gives the power to the leader completely. (McCleskey, 2014)

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4.2 Analyze how working relationships may be managed
To achieve the desired outcome at the organizational level it is necessary to work efficiently at
the team and individual level. To create an effective work environment, building healthy
relationships with the team members and the leaders is necessary. The leader must ensure to
build a sense of trust within the team by appreciating and recognizing the achievements of the
members. However, he should make sure not to bad mouth or point out the mistakes of the staff
in public. Creating an understanding of each other's strengths can help the leader in task
allotment. All the members of the team should be treated equally. The followers must be given
chance to present their views and the leader should patiently listen to their views. This motivates
the staff to work enthusiastically. Within the team, it is obvious to have a clash of opinions. To
overcome this, the leader and the staff should have a conversation openly with the motive of
resolving the conflict in a friendly manner. One should avoid getting into a fight and bad
mouthing as it will worsen the situation. Setting ground rules for the followers and the leader
himself will enhance the working relationship and create a better understanding. To build good
relationships, the leaders can also seek advice from people in their professional networks.
Building a rapport with the colleagues outside the workplace by indulging in group activities or
professional trips have proven to help the leader in understanding them better which in turn
improves their work relationship. (Redmond, 2017)

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4.3 Evaluate how own development has been influenced by management
approaches.
Various management approaches have helped me create a better understanding of the work
environment of a health and social care setting. Firstly, I have understood the importance of the
recruitment of the employees in the organization. Multiple factors are taken into consideration in
this process to ensure the selection of the right candidate for the post. Various policies and
procedures have been laid down for the selection and recruitment criteria which have helped me
to develop an understanding of the process.
Secondly, I have learned about various leadership theories and its application in the health and
social care system. I have been able to develop an understanding of the duties and
responsibilities of a leader towards the organization as well as his followers. The leader has to
bind the team together and motivate them to achieve a common goal. I have also learned about
the leadership qualities that are required to become an effective leader.
And lastly, I have learned the importance of teamwork. I have understood that one individual
cannot achieve the desired result in a healthcare setting. There are various roles allotted to
different individuals depending on their skills. It is necessary to work together in a team where
every member gives their best. Also, all followers are treated equally and their rights are
preserved. Building efficient work relationships and creating an understanding of the workers are
crucial for a healthy work environment.

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CONCLUSION
Recruitment of the employees in health and social care setting is influenced by various factors.
Policies and legislation have been laid down that has an impact on this process. The organization
must ensure to follow the guidelines provided and recruitment of best deserving candidate.
Various management strategies provided must be followed to ensure effective teamwork to
obtain the desired outcome. A leader with the knowledge of listed leadership theories and skills
must be appointed to who can direct and bind the team to extract the best outcome efficiently.
Work relationships must be maintained to ensure healthy working environment and job
satisfaction.

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