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

This comprehensive guide explores the key aspects of managing human resources in the health and social care sector. It covers topics such as recruitment, team building, performance monitoring, leadership, and individual development. The guide provides insights into relevant legislative frameworks, effective management approaches, and strategies for promoting a positive work environment.

HEALTH AND SOCIAL CARE MANAGING HUMAN
RESOURCES
1

Table of Contents
Introduction......................................................................................................................................3
LO1..................................................................................................................................................3
1.1 Explain the factors to be considered when planning the recruitment of individuals to work in
health and social care.......................................................................................................................3
1.2 Explain how relevant legislative and policy frameworks of the home country influence the
selection, recruitment and employment of individuals....................................................................4
1.3 Evaluate different approaches that may be used to ensure the selection of the best individuals
for work in health and social care....................................................................................................4
LO2..................................................................................................................................................5
2.1 explain theories of how individuals interact in groups in relation to the types of teams that
work in health and social care.........................................................................................................5
2.2 evaluate approaches that may be used to develop effective team working in health and social
care...................................................................................................................................................6
LO3 Understand systems for monitoring and promoting the development of individuals working
in health and social care...................................................................................................................7
3.1 explain ways in which the performance of individuals working in health and social care can
be monitored....................................................................................................................................7
3.2 assess how individual training and development needs can be identified.................................7
3.3 analyse different strategies for promoting the continuing development of individuals in the
health and social care workplace.....................................................................................................8
LO4 Understand approaches for managing people working in health and social care..................10
4.1 explain theories of leadership that apply to the health and social care workplace..................10
4.2 analyse how working relationships may be managed..............................................................10
4.3 evaluate how own development has been influenced by management approaches encountered
in own experience..........................................................................................................................11
2

Conclusion.....................................................................................................................................12
References:....................................................................................................................................13
3

Introduction
Human resource management is a theoretical framework in any organization which manages the
employees in such a way that it brings a positive result for the organization. Health care industry
is one of the booming industries, which generate the most revenue. Health care associates with
the well-being of an individual. Therefore, this industry takes care intensively about their clients.
Health industry management is different from the organizational management. Human resource
management for the health industry deals with the public and individual health interventions.
This industry welcomes the highly skilled, motivated people who can bring a prominent growth
to the industry. To ensure a success in the hr management of an industry it is necessary to
improve quality of the services. This industry is all about co-ordination with the clients as well as
satisfies the patient’s requirement.
4

LO1
1.1 Explain the factors to be considered when planning the recruitment of individuals to
work in health and social care (Refer to Appendix)
The health care management industry wants to put forward the best services to the client. It
always tries to satisfy the requirement of the clients. The human resource management makes the
health care acceptable to all the socially and culturally diverse patient groups (Bircher and
Kuruvillam,2014). The HR manager of Dove Care Homes will look after the recruitment
procedure of the candidates in a proper way keeping mandatory factors under notice. The factors,
which are important the most for the recruiting procedure are the succession planning, the work
roles or the job profiles for which the recruitment is being commenced. The human resource
management looks after those candidates who have proper experiences with distinguishable
skills. Before the recruitment procedure the manager should know how much funds are required
for the training purpose as well as staff development needs of the potential new staff.
1.2 Explain how relevant legislative and policy frameworks of the home country influence
the selection, recruitment and employment of individuals
The policies, which are implemented on the employment of the individuals, follow the
employment bill passed on the year 2001. To ensure a security in the workplace, an individual
should have provided with the basic amenities like equal pay rights, or flexible work culture
(Glasby and Dickinson, 2014). It has the mention of the maternity leave as well as the recognised
role performed by foster parents or fathers. In any organization, it is necessary to build up an
effective communication among the employees, to avoid an adverse circumstance in a work
culture. It is explained that any kind of discrimination will be tolerated in the workplace. Any
form of discrimination will create complications among the employee.
5

1.3 Evaluate different approaches that may be used to ensure the selection of the best
individuals for work in health and social care
(Refer to Appendix)
The HR manager will look after the best individuals before recruiting them in this specific
industry. Communication skills, computer skills are the two main objects to look after in the
eligible candidates. Educational experiences as well as professional experiences are required to
achieve the candidature in the organization like Dove Care Homes. Interviews are conducted for
the respective candidates with a proper screening. Audition takes place after the interviews are
being set in. Short listing of applicants follows the procedure like psychometric assessment as it
gives a psychological examination of the candidate. At the end, the tasks are being assessed on
the basis of its approach.
All these are the basic criteria, which have to be met up for the recruitment. The HR manager has
to write down to the candidates who are not selected in the procedure. Interpersonal skills are
one of the major features, which a HR manager look up to in his candidature. In this industry the
interpersonal relationship is mandatory to develop a warm work culture environment (Cameron,
et al., 2014). It is also necessary for an employee to work under extreme work pressure, and
handle stressful situations. This approach is considered to be the best as the manager is looking
for such a candidate who has excellence in the particular field as well as the communication
skills to grow in the health care industry.
6

LO2
2.1 explain theories of how individuals interact in groups in relation to the types of teams
that work in health and social care
The theories postulated in this particular field of human resource management are:
 Tuckman’s theory on the 5 stages of group development
 Belbin’s Team role theory
 McClelland’s theory of needs
 Woodcock’s model
In all these theories the theorists focus on the hard team work among the members in a team. The
performance of any team depends on the group practices of all the members, and to implement
effective result through such planning. Through the group notice work the strength and the
weakness of any individual can be easily. It is thought that the team members should work on the
code of behaviour to bring the best output for the organization. To achieve success in an
organization each member should avoid both low and high-risk situations (Kadushin and
Harkness, 2014). In low risk situation the attained success is not a genuine achievement similarly
in high risk situation the achievers see the outcome as one of chance rather than one’s own effort.
A power struggle is not a desired option within the work culture. The leader with high
need for institutional power tends to be more effective than those with a high need for
personal power. In any organization, a clear plan design has to be there to execute the
best kind of results out of the team. The manager should have the decision-making
capacity along with the leadership quality to lead the group in a positive way (Popescu,
2015). It also develops individual relationship as well as inter-group relations. With an
appropriate warm culture within a group it will be easier for each member to resolve any
difficult problems with an easy solution.
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2.2 evaluate approaches that may be used to develop effective team working in health and
social care
In health and social care management, it is about the empowerment of the team with priorities.
Due to the coming of people from different professional background, it will help the team to
make individual priorities and roles. In the teamwork interpersonal relationship, bring warm
work culture among the members. Being a HR manager of Dove Care Homes, I develop such
effective team working in health and social care where objectives have been set up in a proper
way to bring out the best outcome from the team members. I always make an informal team
along with work culture with my fellow employees because it focuses on the personal
interactions among the associated groups of people (Andrade et al., 2015). In an informal team
the individual interests come under consideration, they are not being considered as mere
employee. The employers think about their benefits, as the employees are the biggest asset of an
organization.
As I implemented work team culture along with the informal team therefore my team mates get
the opportunity to work with the professional people from diverse groups. Our main aim is to
achieve goal with a proper structure of plan (Berman, et al., 2012). With this format of structure,
I can see dissemination of responsibility among my teammates, as they get that manageable work
culture which gives them that freedom of opinion. As I am the manager of the team, I always
give priority of my team’s opinion as I think it will bring positive result to the organization.
LO3 Understand systems for monitoring and promoting the development of individuals
working in health and social care
3.1 explain ways in which the performance of individuals working in health and social care
can be monitored
Various ways help in monitoring the performance of health and social care, which includes,
improvement programs that helps in identifying and noting the individual performances of the
individuals (Brett, et al., 2014). Another way of monitoring their performance is redesigning of
the total set up of health care organisation. Additionally, a common way of monitoring the
8

performance of individuals in health care organisation is having the updated information about
the present status of the health care organisation. Many NHS Hospitals often use performance
monitors that help in evaluation of the process. Monitoring the performance of an individual in
the health care organisation helps to identify the progress made by the individual and aims to
contain the important information. The performance monitor also helps the health care
organisation to gather the experiences of the patients and helps in aligning the other required
method that needs to be considered in case of improvement. The performance of an individual
can be evaluated from the patients and peers feedback about the individual (Valentine et al.,
2015). Every organisation despite the field tries to maintain the performance monitor in order to
have a record of individual performance.
3.2 assess how individual training and development needs can be identified
Training and development of an Individual is the way to help the individuals of health and social
care organisation to develop their career and personality. This process helps individuals to figure
out their own goals and improve their work efficiency to reach the desired goals. This process of
development is not any monitor; it is actually a bridge between the individuals and other peers of
the NHS Hospitals, which includes feedback of both patients and peers. Every organisation
respective of the field in which they operate tries to maintains the individual training and
development process in order to track the employees (Stoddart and Evans, 2017). The individual
training and development helps the manager to supervise the performance of the employees and
assess an understanding of what changes and development required in the NHS Hospitals. The
foremost duty of being the manager of NHS hospitals is to motivate the individuals to take the
responsibility of their own performances and improve their work efficiency in order to help the
organisation towards betterment. The training and development plan helps in assessing the
potential of the employees and helping them to improve their skills (Cooke and Bartram, 2015).
Assessing of the performance of the individuals is required before preparing the training and
development program.
3.3 analyse different strategies for promoting the continuing development of individuals in
the health and social care workplace
The strategies required for promoting the development of individuals are:
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 Gaining competence against professional standards
 Partnership establishment
 Development plans for staff
 Professional registration
 Resources allocation
 Investors
 Training programmes
Gaining competence is to acknowledge and develop the skills of the individuals (Stoddart and
Evans, 2017). Being the manager of NHS hospital, the development of methods such as identify,
determine and achieve appropriate competence level.
Partnership establishment is the relationship that includes the objectives of the employees and
the employer. There is few partnership components present in the organisation, which are:
mutual understanding, proper communication, performance management, maintaining
organisational culture and many more (Aveyard, 2014).
For the staff development plan, the considerable factors include organisational training,
supervising and awarding the good performers, mentoring and teaching the individuals about
healthcare policies and few others. In order to achieve compliance of professional registration,
there is a need to follow some principles including Dignity, equality, ability realisation and some
others (Brett, et al., 2014).
However, it can be said that all the above mentioned strategies are required to be followed by the
NHS hospital in order to promote the development of the individual in a continuous way.
LO4 Understand approaches for managing people working in health and social care.
10

4.1 explain theories of leadership that apply to the health and social care workplace
A leader is always an effective part of any organisation irrespective of the field in which they
function. The betterment of the organisation is mainly influenced by the leadership style the
leaders incorporate. In this context of a care home and being the team leader, it is always
important to follow some leadership traits and use a leadership style that will help the care home
to become more efficient. The common leadership theories include Great man theory, leadership
trait theory and behavioural theory. In case of health care organisation, the leadership traits
theory and the behavioural theory are implemented.
Leadership trait theory states that every leader has some traits in themselves, which makes them
more efficient for the organisation as well as the team that they work with. Successful leaders
require some traits, which include emotional stability, assertive nature and many more (Lussier
and Achua, 2015).
On the other hand, the behavioural theory implies that leaders are chosen based on their
behaviour. This theory does not depend on the traits of leaders but highly focuses on the
capabilities of the leaders and their behaviours (Orr and Cleveland-Innes, 2015).
4.2 analyse how working relationships may be managed
Interaction is a very important part of any organisation irrespective of the functional field. In
case of the health care organisation the need of interaction is huge. As the team leader of the care
home, there are certain list of duties that needs to be fulfilled. The list includes bridging the gap
between the elder clients and the assistants. The implementation of trust, respect, proper
communication and awareness are some required factors responsible factors behind the
management of working relationships (McCann et al., 2015).
Trusting each other in the organisation and relying on others for help and guidance helps in the
management of working relationships. Respecting the elder clients of the care home as well as
each other is always important for managing work relationships (Eldredge et al., 2016).
Awareness about the background of each assistant is another point that helps in work relationship
management. Additionally, the role of communication is the most efficient one and can never be
compromised under certain circumstances.
11

4.3 evaluate how own development has been influenced by management approaches
encountered in own experience.
The management approaches that influenced own developments are:
Enhancing of attributes
Enhancing qualification
Developing own career
Capable to work under changes
The enhancing of own confidence played a very important role of gaining and exploring the
skills and knowledge. The role of management in influencing development of a team leader
includes the factor of being cognizant, helping the team leader to plan and achieve certain goals.
Training and development also influenced the development of the team leader (Stoddart and
Evans, 2017). The management always tries to influence the ability of the team leader to work
under various changes that helped in developing the capability to work under severe pressure. As
the team leader of a care home associated with elder clients, it was very important to achieve the
ability to enhance inner qualification (Cooke and Bartram, 2015). This is because the elder
clients have different viewpoint and thus it is very important to work under changed
environments.
12

Conclusion
In the conclusion it can be said that, Every organisation respective of the field in which they
operate tries to maintains the individual training and development process in order to track the
employees. The performance of an individual can be evaluated from the patients and assistants
feedback about the individual. The factors including trust, respect, proper communication and
awareness are some required factors responsible factors behind the management of working
relationships. The performance monitor also helps the health care organisation to gather the
experiences of the patients and helps in aligning the other required method that needs to be
considered in case of improvement. Therefore, in health care organisation, many factors help in
the enhancement of the organisation. Being the HR manager and the team leader there are many
factors that need the consideration in order to identify the performance of the workforce.
13

References:
Aveyard, H., 2014. Doing a literature review in health and social care: A practical guide.
McGraw-Hill Education (UK).
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012. Human resource
management in public service: Paradoxes, processes, and problems. Sage.
Bircher, J. and Kuruvilla, S., 2014. Defining health by addressing individual, social, and
environmental determinants: new opportunities for health care and public health. Journal of
Public Health Policy, 35(3), pp.363-386.
Brett, J., Staniszewska, S., Mockford, C., Herron‐Marx, S., Hughes, J., Tysall, C. and Suleman,
R., 2014. Mapping the impact of patient and public involvement on health and social care
research: a systematic review. Health Expectations, 17(5), pp.637-650.
Cameron, A., Lart, R., Bostock, L. and Coomber, C., 2014. Factors that promote and hinder joint
and integrated working between health and social care services: a review of research
literature. Health & social care in the community, 22(3), pp.225-233.
Cooke, F.L. and Bartram, T., 2015. Guest editors’ introduction: human resource management in
health care and elderly care: current challenges and toward a research agenda. Human Resource
Management, 54(5), pp.711-735.
de Andrade, L.O.M., Pellegrini Filho, A., Solar, O., Rígoli, F., de Salazar, L.M., Serrate, P.C.F.,
Ribeiro, K.G., Koller, T.S., Cruz, F.N.B. and Atun, R., 2015. Social determinants of health,
universal health coverage, and sustainable development: case studies from Latin American
countries. The Lancet, 385(9975), pp.1343-1351.
Eldredge, L.K.B., Markham, C.M., Ruiter, R.A., Kok, G. and Parcel, G.S., 2016. Planning
health promotion programs: an intervention mapping approach. John Wiley & Sons.
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Glasby, J. and Dickinson, H., 2014. Partnership working in health and social care: what is
integrated care and how can we deliver it?. Policy Press.
Kadushin, A. and Harkness, D., 2014. Supervision in social work. Columbia University Press.
Lussier, R.N. and Achua, C.F., 2015. Leadership: Theory, application, & skill development.
Nelson Education.
McCann, L., Granter, E., Hassard, J. and Hyde, P., 2015. “You Can't Do Both—Something Will
Give”: Limitations of the Targets Culture in Managing UK Health Care Workforces. Human
resource management, 54(5), pp.773-791.
Orr, T. and Cleveland-Innes, M., 2015. Appreciative leadership: Supporting education
innovation. The International Review of Research in Open and Distributed Learning, 16(4).
Popescu, G.H., 2015. Sustainability, public health, and quality of care. American Journal of
Medical Research, 2(2), p.211.
Stoddart, G.L. and Evans, R.G., 2017. Producing health, consuming health care. In Why are
some people healthy and others not? (pp. 27-64). Routledge.
Valentine, M.A., Nembhard, I.M. and Edmondson, A.C., 2015. Measuring teamwork in health
care settings: a review of survey instruments. Medical care, 53(4), pp.e16-e30.
Appendix
Slide 1
15

16

Slide 2
17

Slide 3
18

Slide 4
19

Slide 5
20

Slide 6
21

Slide 7
22

Slide 8
23

Different approaches of the recruitment
procedure
The HR manager will look after the best
individuals before recruiting them in this
specific industry. Communication skills,
computer skills are the two main objects
to look after in the eligible candidates.
Educational experiences as well as
professional experiences are required to
achieve the candidature in the
organization like Dove Care Homes.
Interviews are conducted for the
respective candidates with a proper
screening. Audition takes place after the
interviews are being set in. Short listing
of applicants follows the procedure like
psychometric assessment as it gives a
psychological examination of the
candidate. At the end the tasks are
being assessed on the basis of its
approach. All these are the basic criteria
which have to be met up for the
recruitment.
The HR manager has to write down to the
candidates who are not selected in the
procedure. Interpersonal skills are one of
the major features which a HR manager
look up to in his candidature. In this
industry the interpersonal relationship is
mandatory to develop a warm work culture
environment. It is also necessary for an
employee to work under extreme work
pressure, and handle stressful situations.
This approach is considered to be the best
as the manager is looking for such a
candidate who has excellence in the
particular field as well as the
communication skills to grow in the health
care industry.
24