Effective Recruitment and Selection Process in Kent Community Health NHS Trust

The assignment content discusses the importance of recruitment and selection process in healthcare systems, specifically highlighting the Kent Community Health NHS Trust's appointment of five nurses to work in a care home. The report emphasizes the significance of hiring the right candidate for the job, citing various leadership theories used to train the appointed nurses within a specific time period.

Managing Human Resources
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TABLE OF CONTENTS
INTRODUCTION................................................................................................................................3
TASK 1. UNDERSTAND PROCESS FOR RECRUITING INDIVIDUALS TO WORK IN
HEALTH AND SOCIAL CARE..........................................................................................................3
1.1 Factors to be considered while planning for recruitment......................................................3
1.2 Influence of legislative and policy framework in recruitment process.................................4
1.3 Selection process for recruitment..........................................................................................5
TASK 2. UNDERSTAND STRATEGIES FOR BUILDING EFFECTIVE TEAMS FOR
WORKING IN HEALTH AND SOCIAL CARE ...............................................................................5
2.1 Interactions and behaviour of groups in Kent health and social care...................................5
2.2 Interdisciplinary work and factors to develop effective team working in Kent health and
social care....................................................................................................................................6
TASK 3. UNDERSTAND SYSTEMS FOR MONITORING AND PROMOTING
DEVELOPMENT OF INDIVIDUALS WORKING IN HEALTH AND SOCIAL CARE ...............7
3.1 Monitoring performance.......................................................................................................7
3.2 Training and development plan in Kent healthcare...............................................................8
3.3 VARK learning model...........................................................................................................9
TASK 4. UNDERSTAND APPROACHES FOR MANAGING PEOPLE WORKING IN HEALTH
AND SOCIAL CARE.........................................................................................................................10
4.1 Theories of leadership.........................................................................................................10
4.2 managing working relationships.........................................................................................10
4.3 Influence in own development through management approaches......................................10
CONCLUSION...................................................................................................................................11
REFERENCES...................................................................................................................................12
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INTRODUCTION
The procedure of recruiting and selecting employees so that they turn in more valuable
assets of the firm is known as Human Resource Management (HRM). Bringing off right candidates
to the right job is the most essential activity of human resources. Recruiting, focusing personal
needs of employees, wages and salaries maintenance, beneficial services and incentives,
performance evaluation, conflict resolution and creating high level of communication are all such
roles and responsibilities assigned to the human resource managers (Schwalbe, 2013).
In the present report, Kent Community Health NHS Trust is a health care system established
in the UK wherein managers are supposed to recruit band of 5 nurses from overseas. Keeping in
mind current legislation structure and culture, the company with no biasness should recruit the
required nurses from outside the nation. Manager must follow the same procedure of recruitment
and selection as they perform within national boundaries.
TASK 1. UNDERSTAND PROCESS FOR RECRUITING INDIVIDUALS TO
WORK IN HEALTH AND SOCIAL CARE
1.1 Factors to be considered while planning for recruitment
While recruiting employees in Health and Social Care (HSC) Kent Community, various
factors must be taken care of:
 HR requirement: In order to plan effective and well defined human resource recruitment
policies and procedures a company must ensure to clearly define the number of vacancies
required, available budget and job roles and description for the present job vacancy in the
company. Before planning for recruitment HR must ensure if present employees could be
given the added responsibilities in order to carry out the recruitment process.
 Job evaluation:Once HR ensures about the vacancy in the firm the next policy of the
company must be to analyse the job and also roles and responsibilities of the vacancy in
order to plan the recruitment policies and analyse how to develop the same. This stage will
helps the company in selecting the most feasible measure for selecting the competitive
employee for the business.
 Personal specification: This stage will involve the following factors:▪ Education: - Education is one of the most important requirements while performing
recruitment process in any field, especially in case of HSC as educational level of
candidates plays a significant role (Erhardt, Werbel and Shrader, 2003). Diploma
degree relevant for job in Kent health care is the main requisite in recruitment
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process.▪ Work experience: - It is essential to have work experience for any field before
approaching that kind of job. In this case too, for providing service to people in
health care who are not physically or mentally fit, additional knowledge or
experience of work regarding how to treat patients in different circumstances must
be acquired by the nurses.▪ Personality: - In order to upgrade mental and physical status of patients in Kent
health care, charming and smiling nurses are needed to provide them services. Such
charming and smiling nurses indicate they are service-oriented and keen to serve
people from the bottom of their hearts (Rummler and Brache, 2012). Positive
responsiveness of nurses towards other team or group members is another important
thing required by them.▪ Confidence: - Though candidates have bulk of knowledge and ideas about health
care but if they are not able to express their skills openly, their talent is of no use.
Therefore, confidence is required in nurses along with available skills and
knowledge.
 Talent acquisition policies: Here the company will analyse and evaluate the best strategy to
target for attaining a team of skilled and talented team of employees for the current vacancy
and according to allocated budget as well.
1.2 Influence of legislative and policy framework in recruitment process
There are certain legislative and policy frameworks followed in the UK health cares while
recruitment and selection process. They are as follows: Sex discrimination act 1995: This act is widely useful and supportive for supporting the
recruitment policies of the company. KCHT by implementing the mentioned policy will
ensure that there is minimum discrimination in the company's policies. It mentions that the
company provides equal opportunity to male or female applicant. Equality act 2010: This act ensures that the company will give fail and equal employment
and growth opportunity to every individual irrespective of his/her gender, age, nationality,
religion etc. It will help KCHT in delivering a clear and effective message about
employment rights and policies. In addition to this the implementation of legislative policies
will help in developing a positive brand image for the company in the market. Employment Rights Act 1996: Under this act the employees are given rights dealing with
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unfair dismissal, reasonable notice before dismal, redundancy and time off rights for
parenting. It will ensure that the company follows a fair and legal means of business
operations.
 Data protection and freedom of information legislation: - While recruitment and selection
process, data protection and freedom of information is the most important consideration to
be taken into account because generally personal information of any candidate is received
for specific and legal purposes that might be required for selection process as well. (Buysse
and Verbeke, 2003). Information related to any candidate should be secretly maintained by
appointing a committee. Except human resource managers and other committee members,
they are not allowed to discuss personal information of any outsider with others. The
appointing committee should always bear in mind not to disclose personal information or
data (short-listing notes, interrogation notes, notes on trials or remarks) to anyone without
prior permission of candidate.
1.3 Selection process for recruitment
The main aim of selection is to hire the most appropriate candidate or employee in the firm
who can develop extent of business as well as clients. Such candidates must have adequate skills,
abilities, knowledge and confidence to cope up with any of the circumstance (Charman, 2002).
However, there is a specified procedure to select nurses for Kent health care from overseas. Identifying vacancy: - The very first step in recruitment process involves identification of
vacancy in the firm. KCHT will initially analyse organizational vacancy in order to plan and
develop selection policies. This will help in analysing and determining the qualification and
skills demanded by the organization. Developing position description and recruitment plan: - After identifying vacancy, HR
manager of KCHT will develop plan for recruitment policies and procedures. This will be
developed in line with company's objectives and demands. Recruiting overseas employees
demand effective changes in regular plan. Selection of search committee: - In order to reduce biasness from single authority, two or
more than two persons are delegated the authority to conduct interview process (Marwick,
2001). Reviewing applicants: - After selecting the competent committees for selection the company
will then focus on reviewing and shortlisting the applicants on the basis of their skills,
capabilities and competencies. The core focus of the company will be on analysing whether
the applicant will be able to fill the vacant position effectively.
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 Conducting interviews: - Interviews are conducted wherein applicants are asked different
questions related to their study field as well as background. KCHT will focus on
undertaking the interview to analyse skills, capabilities and personal ainfluence of the
employees. Select hire: - After completion of interview, search committee meets to assess the level of
each interviewed candidate. Such meeting is very helpful in making a good justification by
the committee.
 Finalizing recruitment: - The final stage of recruitment process includes offering of
employment to the selected candidates by the appointing committee.
TASK 2. UNDERSTAND STRATEGIES FOR BUILDING EFFECTIVE
TEAMS FOR WORKING IN HEALTH AND SOCIAL CARE
2.1 Interactions and behaviour of groups in Kent health and social care
In the mentioned HSC Kent Community Trust, there are many staff members who are
divided into groups and provided services in the form of a single unit (Koontz, 2010). Some teams
are as follows: Self-managed teams: - Self-managed teams are the group of 10 to 20 members who follows
instructions of their supervisors. Their main role is speeding up the working process and
taking responsibility to finish off assignments like regular checking of patients or interacting
with all admitted people at least twice in a day (Wenger, McDermott and Snyder, 2002).
These teams are crucial in attaining the organizational goals and objectives of the company.
KCHT will maintain these team of skilled professional in order to effectively meet the
health care objectives. Doctors and assistant doctors will be involved in these kind of team. Cross-functional teams: - As the name suggests, these teams are just like mixture of
different talents or can be called as multi-talented teams. In modern era, it is the most
popular form of team in any HSC unit. The main characteristic of this team is that it contains
the same hierarchical level as that of others but members in such team are of different areas
having differentiated skills (Markus, 2004). The roles and responsibilities of HSC sector are
sensitive. In order to ensure effective efficiency of organizational operations these teams
will be working within the company to carry out the business operations effectively. Cross
functional team will be effective for KCHT in effectively using the workforce. These
employees will be trained and developed to fill in different jobs and responsibilities.
 Problem-solving teams: - These teams are the most traditional squads which includes 8 to
10 members who meet each other on specific occasions or weekly to discuss upon
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increasing their efforts through sharing knowledge and excellence. But restriction in these
groups is that they can only share suggestions but no team member is allowed to implement
suggestions in other teams. Therefore, staff members of Kent health care must be so careful
for this thing. These teams will be effective for creating a positive and effective impact on
organisational growth and development in the business. These team will helps the unit in
handling the critical business situations.
2.2 Interdisciplinary work and factors to develop effective team working in Kent health and social
care
Interdisciplinary team work is the most prevailing factor these days because it is backed up
by numerous argumentations and practices that are intended to enforce Kent health care to be more
patient-oriented (Koys, 2001). These team are competitive and well equipped to effectively attain
the organizational objective for the organization. These teams generate high results and credibility
of the hospital. The issues will these teams are that every team member is significant and absence
of one team member even can affect the performance of the team. Some essential factors that are
required to develop performance of Kent HSC regarding interdisciplinary team work are as follows: Leadership management: - For development of performance activities in Kent HSC, an
effective leadership approach is compulsory. An efficient leader must have clear vision or
ideas and should be of democratic conceptualization. Manager in such healthcare listen
problems faced by the staff members regarding patients and should be able to solve them. Communication: - All the team members providing their services in the cited firm should
keep high levelled communication within themselves so that operations and activities goes
in a smooth manner (Shalley and Gilson, 2004). There must be an appropriate system
maintained in the firm which eliminates or reduce barriers of communication. Appropriate resources and procedures: - In order to provide services to patients of Kent
health care, staff members of the firm needs some highly specialized tools and equipment
through which they can serve well. Along with that, there must be a specific structure which
includes training and development programs, team meeting and many other organisational
factors that plays a crucial role in building up image of the firm. Personal rewards with training and development: - Staff members with timely reward
management system can be motivated towards their efforts and boosting up with adequate
training and development facilities can make them feel better and comfortable while
working among other staff members (Borzaga and Defourny, 2001). Climate: - Working areas where employees or staff members of Kent health care provide
their services must be eco-friendly. In other words, the climate of workplace should be
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suitable for staff members as well as patients admitted there because it is very crucial to
keep people in such an area which is free from pollution, noise and other panic conditions.
 Respecting and understanding roles: - In a healthcare, sharing and understanding roles of
each other is an important factor because every staff member has to deal with different
patients on frequent basis and each of the member does not possess multi-skills to treat
number of people at once. Therefore, it becomes crucial for every team member to share
their knowledge with each other in order to improve efficiency and quality of service
(Maglio and et. al., 2006).
TASK 3. UNDERSTAND SYSTEMS FOR MONITORING AND PROMOTING
DEVELOPMENT OF INDIVIDUALS WORKING IN HEALTH AND
SOCIAL CARE
3.1 Monitoring performance
There are different types of tools and techniques to monitor performance of newly admitted
Spanish nurses in Kent Community Trust, they are:
 Retention rate: - It is the most adequate and appropriate tool used to measure performance
of staff members providing service in the Kent Community Trust. Their retention rate shows
intensity and likeliness to work within the cited organization. Healthy retention rate of
employees indicate percentage of clients leftover to be cared (Adams, Bessant and Phelps,
2006). There is a specific formula used in healthcare in order to determine retention rate:
Retention rate = Total number of weeks clients remained in treatment / total number
of clients admitted.
Therefore, it can be helpful for Kent healthcare to determine percentage of client's stay in
the care home for specific time period.
 Abstinence rate: - Abstinence rate is mainly dependable on certain kind of tests such as
saliva test, urine drug screen or Breathalyzer. Healthcare charges a specific amount of cost
with respective test. This self-disciplinary method is easy to perform and as a result, it can
be utilized on frequent basis (Rindova and et. al., 2005). Formula for calculating abstinence
rate is:
Clinic abstinence rate = Total number of negative test results / Total number of test
administered.
 Client satisfaction: - The most common measure to identify performance level of employees
or staff members in a healthcare is to check satisfaction level of customers. Kent
Community healthcare can gain two things from satisfaction such as standard or level
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performance by employees and healthcare as a whole. Improvement in treatment actions,
presence of staff members and retention level increment are some factors that can be directly
influenced by customer satisfaction (Porter and Kramer, 2006).
 Quantitative and quailitative assessment: Through making assessment on the grounds of
quality of services extended by the employees and the quantum of work done by them
enables the cited organisation KCHT to analyse and monitor the performance of nurses in
effective manner. Quantitative assessment is process by making comparisons between the
assigned work and tasks performed by them. Through reports and data instilled by the Kent
community trust comparisons are made. Further, to analyse the quality, KCT seek feedbacks
from the senior staff, co-workers and the service users. This ensures the status of quality
services extended by nurses working over there.
3.2 Training and development plan in Kent healthcare
In order to meet the needs of Spanish nurses in Kent Community healthcare, specified
induction plan must be conducted.
S.
No.
Steps Description
1 Establishmen
t of training
goals
The very first step of inducing training program includes preparation of goals
or ideas relating to the type of training to be provided to staff members of the
firm. And simultaneously, achievement of benefits to workers are also
determined at this stage.
2 Identification
of trainees
All the trainees are grouped at this stage according to their training needs or
requirements.
3 Establishmen
t of training
budget
Trainers here have to measure expenses to be made throughout the training
session. However, the whole training program must be conducted within a
specific time period of 2 months.
4 Selection of
trainers
Qualified and most talented staff members of healthcare are selected to train
newly appointed Spanish nurses.
5 Developing
training
content
Trainers at this stage breaks down different topics to be learnt by trainees.
They group different subjects according to the time period (Hjalager, 2002).
Along with that, training methods are decided at this stage through the help of
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which new nurses can be treated.
6 Outlining
training
structure
This structure indicates towards division of training efforts into different parts.
Here, trainers provide training for detail-oriented task. One-by-one training is
one of the best training practices where observation of staff members can help
them to learn a lot.
7 Creating
section of
training
preparation
The final stage of training program is to prepare list of activities organized
throughout the plan.
Induction training program
Induction plan Particular Time frame
Introduction of
the comany
The senior managemnt of teh comany will introduce the
trainees with comany detailes and its expectations from
employees
1 day
Plans and
procedures
The professional of the unit will present the procedures
which the trainees need to aquaint with to carry out the
process
1 day
Technical training This training will focus on providing on the job
education about doifefrent procedures and technical
details about the organzational operations
2 days
Workshop This training scedule will be developed to train
employees with technological deatols and special
grooming program to boost confidence in them and
attain high productivity
1 day
Discussion The final phase will be open session of discussion where
te employees could ask, suggest or share the expirience
or their issues with trainers or peers.
1 day
3.3 VARK learning model
VARK learning model explains learning through four different styles: Visual (V): - This method helps me to learn through maps, pie charts, diagrams, flow charts,
arrows, circles and other devices that can be presented even through words. But the main
purpose of using this style is that it is faster than words. Aural / Auditory (A): - This approach helps me to learn through hearing or listening words.
I also make use of channels such as lectures, discussions in groups, radio, television, email,
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mobile, etc. (Longley, Shaw and Dolan, 2007). Read / Write R: - This method helps me in gaining information through words. This mode of
learning mainly emphasizes on text-based inputs and output reading in the form of essays,
reports or assignments.
 Kinesthetic: - This includes utilization of experiments and practices. I learn through
attending practical sessions related to health and social care services.
TASK 4. UNDERSTAND APPROACHES FOR MANAGING PEOPLE
WORKING IN HEALTH AND SOCIAL CARE.
4.1 Theories of leadership
Theories used in Kent Community healthcare are: Trait Theory: - This theory is based on the assumption that people or leaders are born with
specific qualities that they never learn from others. In other words, qualities like sense of
responsibilities, decision-making ability and intelligence are inbuilt features of a good leader
(Heathfield, 2015). Further these characteristics are very essential at health and social care
places. The patients are to be treated with sense of intelligence and responsibilities. Behavioural Theory: - This theory entails approaches that a leader should follow wherein
his activities are the outcomes of his behaviour only. Leadership is presented by a leader's
acts even more than his attributes. In other words, leaders in management are more
employee-oriented rather than task-oriented. Autocratic, democratic and laissez-faire are
some examples of this theory. In case of health and social care, the doctors and supervisors
are required to keep a professional, decent and good behaviour with its staff members. Good
behaviour results in development of a good team.
 Contingency Theory: - The contingency theory is based on the argument that leaders in
healthcare use the leadership styles according to the situation. At Kent Community
healthcare, different types of medical situations are faced by the doctors and experts. Every
situation requires different reaction. Hence the leadership style must be developed
accordingly.
4.2 managing working relationships
In the given scenario, the newly appointed Spanish nurse in Kent healthcare is committing
mistakes repetitively. Following approaches can be adopted
Communication - Through effective communication process, Spanish nurse can be trained and
asked for any queries during the working time. As she is Spanish hence there are chances that
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language issues may arise with the other staff members. Hence the manager should focus on giving
her the time to become language friendly and the same support can be expected from the staff
members.
Motivation - So, the role of manager here is to show a sense of trust towards that employee instead
of feeling pressure, she can be motivated through positive response from the employers (Weske,
2012). For her mistakes, instead of aggression, she can be guided through positive motivation.
Counselling – Another best approach can be to do counselling. Through this method her problems
and confusions can be listened and responded in positive manner. Counselling can be taken at the
place which is away from the work. All her issues must be sorted in cool and composed manner.
4.3 Influence in own development through management approaches
Gibbs reflective practice entails capacity to think over action in order to prosecute the
process of consistent learning. For instance I encountered with a difficult situation in a meeting
when I was asked to give an appropriate solution about the concerned issue but I could not able to
do that. I was not prepared at all because I have not done the homework on the problem which was
to be discussed in the meeting.
Therefore by adopting Gibbs reflective practice, I have found great change in myself. Lot of
improvement has been acquired through using such learning practice. Through observing activities
and operations of my supervisors, I reflected the same procedures in my own life and implemented
the same tricks in order to perform same things like them. By using the same level of knowledge, I
enhanced myself and carried out practices of my managers and simultaneously, reflected them in
my own life.
CONCLUSION
Through the help of above report, it has been concluded that healthcare systems require
highly talented and skilled employees who can not only serve people but also understand different
situations occurring within the workplace. Kent Community Health NHS Trust is the chosen
healthcare in the project wherein band of 5 nurses have been appointed who are required to be
trained according to the needs of the care home. Before appointing them, lot of focus had been
given while recruitment and selection process. Various leadership theories have been used to train
them within a specific time period. The entire report shows the importance of recruitment and
selection process because hiring right candidate for right job is the most critical part of Human
Resource Management.
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