Health & Social Care Literature Review

This assignment requires you to conduct a literature review on specific topics within the field of health and social care. The review should synthesize information from scholarly articles, textbooks, and other relevant sources to critically analyze current practices, theoretical frameworks, and emerging trends in the chosen area. You will need to identify key themes, debates, and gaps in knowledge, demonstrating your understanding of the complexities and challenges facing the health and social care sector.

Running Head: Managing human Resources In Health And Social Care
Managing human Resources In Health And Social Care

Managing human Resources In Health And Social Care 1
Contents
Task 1...............................................................................................................................................3
Factors to be considered when planning the recruitment of individuals to work in health and
social care settings.......................................................................................................................3
Relevant legislative and policy frameworks of the United Kingdom (UK) may influence the
selection, recruitment and employment of individuals at Aprica Care Ltd.................................4
Different approaches that may be used to ensure the selection of the best individuals for work
at Aprica Care Ltd or any other health and social care settings..................................................5
Task-2..............................................................................................................................................7
Explain theories of how individuals interact in groups in relation to the types of teams that
work in health and social care.....................................................................................................7
Approaches that may be used to develop an effective team working in health and social care 11
Task-3............................................................................................................................................12
Ways in which the performance of individuals working in health and social care can be
monitored...................................................................................................................................12
Individual training and development needs can be identified...................................................13
Different strategies for promoting the continuing development of individuals in the health and
social care workplace.................................................................................................................14
Task- 4...........................................................................................................................................15
Theories of leadership that you have applied in health and social care workplace and your
preferred leadership theory........................................................................................................15

Managing human Resources In Health And Social Care 2
Analysis of how working relationships may be managed to cite examples..............................16
Evaluate how your own development has been influenced by management approaches
encountered in your own experience.........................................................................................18
References......................................................................................................................................19

Managing human Resources In Health And Social Care 3
Task 1
Selecting and recruiting talent or right employee is important for the future success of the
company. There are numerous numbers of causes that need to be considered when planning for
the staffing of the specific people to work in the social and healthcare (Armstrong, and Taylor,
2017). These factors are succession planning, objectives and policy of the company, a reason of
recruiting the employee, and the financial implications.
Factors to be considered when planning the recruitment of individuals to
work in health and social care settings
In the case study, the Aprica care Ltd., a resident that provide services for the elders and caters
for 35 residents but now the number of the care home is increasing from 35 to 60. There is the
need of recruitment of the 4 individual as support workers and one team leader to work within
the organization. The profile of the individual workers and the leader has to be specified in the
job description and the person specification. The job description consists of the skills,
competence, past experience of the candidate, and the qualification of the candidate. This helps
the company while conducting the interview of the candidate (Armstrong, 2011). Along with
these skills, the personal attitudes, technical competencies, qualification, behavioral attitude and
specific requirement of registering the people, taking a decision, managing the team are also
required (Mullins, 2010). The description should be provided to the candidate related to the time,
either they are hiring for the full time or for the part-time.
The Aprica care Ltd organization can give the advertisement for the requirement of 4 individual
as support workers and a team leader on social networking sites. The advertisement can be given
by the organization in the local and national newspaper. Through, these platforms the

Managing human Resources In Health And Social Care 4
organization will be able to attract more and more candidates so that they can select the best
candidate (Holloway, and Galvin, 2016).
Relevant legislative and policy frameworks of the United Kingdom (UK) may
influence the selection, recruitment, and employment of individuals at Aprica
Care Ltd.
The selection, recruitment and the engagement of candidate are influenced by the legislative and
rule framework of the country. Legislative forms a background, considering the background the
organization design and implement the policies and procedures that help the organization in
guiding the staff of the company (Bevan, Coupland-Smith, Dransfield, Goymer, and Richards,
2010). The employees of the organization can refer the background of the legislation so that they
can show the proof of breach their rights.
The Equality Act 2010- This act was passed by the government to legally provide the protection
to the employees at the workplace from the discrimination. This was the single law that replaced
the other anti-discrimination laws which were previously passed by the government. According
to the law, it is an offense to discriminate any person based on protected characteristics formed
by the government (Shah, 2015). These protected are discussed below:-
 Sex and sexual orientation
 Age
 Being pregnant or having a child
 Becoming or being a transsexual person
 Disability and Racism (color, nationality, ethnic or national origin)
 Religion, belief or lack of belief/religion

Managing human Resources In Health And Social Care 5
 Being married or in a civil partnership
Code of policies and practices of Aprica Care Ltd
Each and every organization has its own policies and practices that set the standard for the
employees of the organization so that they don't find any difficulty to carry out their job to meet
the expectations of the organization. The aim of the policies and practices is to protect the
employees; employer along with that it safeguards the care users. The organization forms a list of
legislation, practice standards, policies and the procedure should be met by the support
employees. Healthcare residents make sure that they adopt the practices and their conduct does
not go lower than the set code of principles. This code provides the guidance to the employees to
perform a job in the right manner (Whitelaw, 2013). Below given are attributes of the codes of
practice for a worker that provide services for the elders and caters.
 Promote the interest of the carer or employers and service users and protect the rights.
 Uphold confidence and public trust.
 Be held responsible for the value of their work and responsible for enhancing the
knowledge and skills.
 Encourage the freedom of the users while safeguarding them with danger or harms.
 Respect the rights of the users and ensure that their behavior towards the other people
does not harm themselves or other people.

Managing human Resources In Health And Social Care 6
Different approaches that may be used to ensure the selection of the best
individuals for work at Aprica Care Ltd or any other health and social care
settings
The process of the selection in the organization is the most important process. Aprica Care Ltd is
willing to select the 4 individual who can provide a high standard of care facilities to the
residents in the homecare. The organization can make use of the different approaches that help in
selecting the appropriate support worker such as interview, audition and psychometric
assessment (Tricker, and Tricker, 2015).
The HR of the organization will collect the applicants of the candidate and then scrutinize the
applicants for suitability and selection of the candidates will take place considering the profile
matching with the requirement of the organization. These shortlisted candidates will be called by
the HR of the company for the interviewing the skills.
 Interview- Interview can be taken by the reporting manager of the selected candidate or
by the panel including director, reporting manager and the HR of the company. The
interview is one-to-one commination round in which the candidate will get the
opportunity to communicate and present the skills that the candidate is having, it also
gives an opportunity to the interviewer to analyze the candidate.
 Audition- Selection in the health care sometimes needs a demonstration of the work. The
demonstration shown by a candidate can help the candidate in evaluating the skills of the
candidate that helps the interviewer in selecting the right candidate. The post of the
support workers needs to the personal attributes such as attitudinal and behavioral
requirements.

Managing human Resources In Health And Social Care 7
 Psychometric Assessment- This assessment helps the organization in analyzing and
evaluating the psychological qualities availability in the candidate. These qualities are
reasoning ability and the personality factors. Psychometric assessments are designed by
the psychologist and are official and organized exercises. These exercises are fair, valid,
and reliable and keep an eye on a standardised method of scoring and administration so
that the interviewer can compare the test of every candidate (Aiken, et.al. 2017).
The Aprica Care Ltd is also looking to hire the team leader so that can check some more qualities
that need to be available in the candidate. The qualities that are required in the team leader
includes decision making, experience to deal with the uncertain situations, encouraging and
motivating the team member and guiding the people to perform the work in the right manner
(Tilmouth, Davies-Ward, and Williams, 2011).
Task-2
The Aprica Care Ltd staffs consist of the support workers, nursing workers, team leader,
administrative staff and many others. Once the recruitment and selection of the right candidate is
completed in the organisation the line manager consider the requirements that are important for
building effective team so that together they can work in health and social care to achieve the
objective of the Aprica Care home that is to deliver the high quality and efficient services to the
users available in the organisation. It is necessary to be aware of the behavior of the candidates in
a team to work together as an efficient team.

Managing human Resources In Health And Social Care 8
Explain theories of how individuals interact in groups in relation to the types
of teams that work in health and social care
There are numerous models that show the collaboration of the individual in a group, these
theories are discussed below:-
 Belbin team Inventory: - According to the Belbin, 9 key title roles in an effective team
to sort out its activity. This was established in the year 1981 and changes took place in
the year 1988 (Ruch, Gander, Platt, and Hofmann, 2016). The 9 role of Belbin team
inventory are discussed below:-
Plant  An imaginative, creative and unorthodox team-member who can
solve the tough problems.
Resource
Investigator
 Organises financial, physical and the human resources along with
that identify the political support, ideas or information for the
group.
 See the sights for the opportunities, make contact that can help,
shares the external information; that results in negotiation with the
outsiders and better responses to the challenges faced.
Coordinator/
chairman
 Coordinator ensures that the entire members involved in the group
are able to participate or contribute in the decisions and
discussions of the team.
 Clarifies the goals of the organization, helps in assigning the roles
and responsibility and speak clearly about the group conclusion.
Shaper  A dynamic team-member who loves thrives and difficulties on

Managing human Resources In Health And Social Care 9
pressure.
 Look for a pattern in group work, pushes group on the way to
decisions and the agreements and the challenges others.
Monitor-
Evaluator
 A strategic, sober and discerning member always tries to
understand all the alternatives and judge accurately.
 Observers progress and prevent errors, analyze difficulties and
compound issues and measures the contributions of others, check
all possibilities that are important to judge accurately (Eubanks,
Palanski, Olabisi, Joinson, and Dove, 2016).
Team Worker  Team worker gives personal support and provide help to others, try
to resolve the conflicts among the team, sensitive to others and
socially oriented and calms the waters.
 Is thoughtful to atmospheres and concerned to make certain that
the interpersonal relationships are maintained in the team.
Company Worker/
Implementer
 Implementer has the abilities to turn radical ideas into the
workable solutions.
 Work as a theoretical thinker who can form structures and
processes that will produce what the team is looking for.
Completer
Finisher
 Focuses on the need for meeting schedules, completing a task,
achieving deadlines and searching out the errors.
 Detail person who can easily analyze the flaws and gaps and

Managing human Resources In Health And Social Care 10
knows very well that the team is scheduled in which relation.
Specialist  Bring the special information for the team that helps in achieving
the goals of the company.
 Single-minded, dedicated, self-starting, provide unique guidelines
related to the expertise and the skills.
 Tuckman Forming Storming, norming performing model: - This model is formed by
the Bruce W. Tuckman in the year 1965, this model consists of five stages that lead to the
development of the group in the organization. there is no sequence formation of these
stages and the stages are discussed below:-
1. Forming: - In this stage of group development, the group members depend on
their leader for the guidelines and the directions.
2. Storming: - Under this stage, the members of the group exhibit conflict and
competitions as they found themselves on the way to the task. Team members
shape their feelings, beliefs, attitudes, ideas that suit the team. The team member
test and prove mental strength once they are able to solve the problems.
3. Norming: - This stage of the group development shows that the members are
engaged actively to build and maintain the community, acknowledging all the
members and contributing and solving the difficulties that are occurring in the
group. Members of the group can change the idea on the basis of the facts
provided to them by the other members, and members also have the sense to
decide to which group they want to belong.

Managing human Resources In Health And Social Care 11
4. Performing: - The group might not reach to this stage of growth but this stage is
beneficial and productive stage for the team. The group contained the high
morale, identity, unity and the loyalty towards the group. The members involved
in the team can work in groups, subgroups or be individual with a facility at this
stage. The members dynamically change and adjust themselves with the changes
in the requirement of the group and individuals (Egolf, and Chester, 2013).
5. Adjourning: - This is the last and the final stage of the group development, this
stage involves the finishing the tasks and detachment of group. Adjourning can be
scheduled by identifying the participants and by giving the chance to team
members to express their feelings.
Talking about Africa Care, there are currently three levels and at each level, the work is done
independently.
Approaches that may be used to develop an effective team working in health
and social care
The numerous approaches are used by the Aprica Care to improve the effective team working in
health and social care (Stretch, and Whitehouse, 2010). The team can be formal or informal,
inter-agency, work groups, multi-disciplinary and project groups and these approaches are
discussed below:-
 Formal groups: - These groups are formed by the organization to accomplish the
objective and aims of the organization and to accomplish a same specific task is allocated
to each group. Similarly, at Aprica Care the groups might be based on function or
representing a department or a specific task.

Managing human Resources In Health And Social Care 12
 Informal groups: - These groups are self-formed groups that mean that these groups are
not planned by the organization. There can be many reasons behind the formation of a
group such as common interest, proximity and individual needs. An informal group exists
in every organization and the organization cannot prohibit the formation of a group.
 Multi-disciplinary teams: - This team consists of the members of various disciplines
who joined the health care to form a group. The care plan is prepared in the organization
for the particular person which brings the team together. For instance, the doctor in
Africa Care can form a team with the multi-discipline nurses to provide precise health
care services to a patient (Aveyard, 2014). As the team belongs to the different
disciplines can only provide care to the patients in which they specialise.
 Workgroups: - According to the work in the organization, each level is subdivided as
team canting dementia, nursing care, residential care and end of life. The support
workers, care workers, and nurses can be formal groups are based on the discipline of
work category.
Task-3
The objective of the organization can be achieved by the staffs having the skills and knowledge
that is required in the particular department. These skills can be accomplished with the help of
training and development of staff (Torrington, and Hall, 2011). The monitoring of performance
should be taken care periodically and proper feedback should be provided.

Managing human Resources In Health And Social Care 13
Ways in which the performance of individuals working in health and social
care can be monitored
The aim of the management of the performance of employees is to manage the overall
performance of the company. There are various methods used for the management for the
performance used by Aprica Care, some are discussed below:-
 Observation- the superior of employees observe their employees attitudes towards the
assigned task, achievement of the task and working with a team (Murton, Inman, and
O’Sullivan, 2010).
 Appraisal and periodic review- Periodic review ad job performance are part of
employee’s development and are evaluated by the employer in relation to the
achievement of the objectives of the company.
 Achievement of successful outcomes- The assessment of the employees can be done on
the achievement of the meetings the deadlines, error, accuracy reports and targets.
Individual training and development needs can be identified
Employees training needs are important to be identified by the employees according to the job
profile. There is set systematic approach of training and development that starts with the
identification of training then delivery of training and ends with an evaluation of training.

Managing human Resources In Health And Social Care 14
Training needs
 Needs of the training arises after monitoring the performance of the employees which is
identified by an employer of an organisation. The employer can discuss the areas of
development and can finalize the training needs.
 Training needs can be identified according to anticipated needs of company this forms a
career development planning for the company.
Effectiveness of training
The training needs vary from person to person but would be in support to bring the growth of
team and organization. The manager evaluates the training and prioritizes of the team according
to the budget of the organization. Following points are noted while prioritizing the needs-
 Task-focused- Team emphasis on task can demoralize the team, and targets set with
training may not be able to achieve (Ford, 2014).
 Individual-focused- This demotivates other team members and damage team spirit.
 The team focused- Focus on a team, making the members happy will damage the spirit of
an individual.
Identification of
the training need
Delivering the
training
Evalutaion of the
training

Managing human Resources In Health And Social Care 15
Balancing the benefits and limitation in training needs
Different strategies for promoting the continuing development of individuals
in the health and social care workplace
Every separate that is listed as a professional nurse comes under the separate responsibility to
keep their capability through particular development plan. According to the subdivision of
health, it is compulsory for working in healthcare services to have a specialized development
plan. It provides the different advantages to self and also various sources are available to support.
The individual can evaluate themselves against occupational set standards by Local authorities
like ANA code of Ethics. The regulatory bodies like state board of nursing monitor the licenses
of nurse similarly actions take place in the breach of any professional standards. Competence is
not included in the guaranteed by the licensure, the professional bodies offer the development
programmes to the healthcare workers (Naidoo, and Wills, 2016). These bodies only offer the
development programmes they don’t provide the competence which is important for workers at
health care.
The care workers can compare the needs to training and the training provided and according they
can develop a plan for themselves. For the appraisals, it is important for the care workers to bring
professional development. Employees of the healthcare home can take the benefit of a staff
Task
Team Individual

Managing human Resources In Health And Social Care 16
development training plan for their continuous development, it consists of appraisal and
supervision, in-house training and the external courses.
Task- 4
Theories of leadership that you have applied in health and social care
workplace and your preferred leadership theory
Emotional intelligence- It is set of verbal and non-verbal traits or aptitudes of person allow to
identify, create, comprehend, and other emotions that encourage actions to cope with demands
and pressures of environmental.
Transformational leadership- The leader becomes the mentor if their team members to
encourage them to achieve, learn and facilitates the development of a person. They foster the
positive working atmosphere of trust and also act as role model for their followers (Jones and
Bennett, 2012). They show five transformation behaviors:-
 Idealized Behaviours: living one's ideas
 Intellectual stimulation: Stimulating others
 Idealized Attributes: Respect, faith, and trust
 Individualized Consideration: Development and coaching
 Inspirational Motivation: inspiring others
Transactional leadership- This model is traditional leadership model and is principle focused
leadership. The model shows the exchange that took place between the followers and the leader
that consist of reward system.
Elements of transactional leadership

Managing human Resources In Health And Social Care 17
 Contingent reward
 Management-by-exception
 Laissez-faire leadership
Fiedler’s Contingency Model- Considering the model, there is no appropriate technique for the
leader to handle a condition and the management style required by the leader are contingent on
the dissimilar conditions (Jacobs, and Kushner, 2017). The below given three situations refer to
the situation of a managerial task.
 Leader-member relations
 Position power
 Task structure
The Aprica care Ltd is a private home care organization, the care should make use of
transactional leadership style. The care home can enhance the standards by taking suggestions,
ideas and can involve employees while making the decisions.
Analysis of how working relationships may be managed to cite examples
There are numerous factors that can create an impact on the working relations of the staff at
Aprica Care, these factors are discussed below:-
Management style- There are three types of administration styles and they are autocratic
(manager don’t involve their staff), consultative (manager can include staff while making
decisions) and democratic (staff can take decisions)
Emotional intelligence- EI is a set of verbal and non-verbal traits or aptitudes that are available
in the individual that allows identifying, expressing, comprehending and other emotions that
enhances the thoughts that cope with the demand of the environment (Fullan, 2014).

Managing human Resources In Health And Social Care 18
Organisation structure- The organization structure can affect the company; the structure in the
company can be tall (many levels of management exist) or flat (limited levels of management
exist). The flat structure leads to the smooth communication among the staff and management.
Leadership versus management- The gap between managers and leaders employees work for
managers and employees follow leaders. Difference between the managers and leaders:-
Leader
 Honesty and integrity
 Inspiration
 Communication skills
 Ability to challenge
Managers
 Process management
 People focused
 Ability to direct
Role modeling- Employees can learn new behavior or attitudes from their role model. The
employees can learn the task from their role models for that they can learn by observing tasks.
The Aprica Care can make use these methods that help in building the relationship, role
modeling helps the employees to accomplish the task effectively.

Managing human Resources In Health And Social Care 19
Evaluate how your own development has been influenced by management
approaches encountered in your own experience
The health care professionals appreciate administration to support informal and formal training,
personal development and clinical supervision. This gives the motivation to the professionals in
the healthcare so that they can perform at duties. The learning is beneficial for the future of the
organization and individuals, this learning helps in improving the skills which are required in
providing the efficiency in the work. The value of the professionals is enhancing in labor market.
The opportunities of education and development are associated with the support of the individual
in financial benefits (Giger, 2016). The future opportunities for the career are set to fulfill a
requirement of organization and also fulfill personal development needs.
Training courses presented by organization need to be modified if it is not matched. The training
funds need to intelligently use by an organization. To accomplish the personal and organizational
objectives it is required to set the practical and realistic training goals.

Managing human Resources In Health And Social Care 20
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Armstrong, M., 2011, Armstrong’s Handbook of Strategic Human Resource Management 5th
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Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John
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Managing human Resources In Health And Social Care 21
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