Managing Human Resources (MHR)

Added on - 03 Dec 2019

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Managing Human Resources1
TABLE OF CONTENTSINTRODUCTION................................................................................................................................3TASK 1. UNDERSTAND PROCESS FOR RECRUITING INDIVIDUALS TO WORK INHEALTH AND SOCIAL CARE..........................................................................................................31.1 Factors to be considered while planning for recruitment......................................................31.2 Influence of legislative and policy framework in recruitment process.................................41.3 Selection process for recruitment..........................................................................................5TASK 2. UNDERSTAND STRATEGIES FOR BUILDING EFFECTIVE TEAMS FORWORKING IN HEALTH AND SOCIAL CARE...............................................................................52.1 Interactions and behaviour of groups in Kent health and social care...................................52.2 Interdisciplinary work and factors to develop effective team working in Kent health andsocial care....................................................................................................................................6TASK 3. UNDERSTAND SYSTEMS FOR MONITORING AND PROMOTINGDEVELOPMENT OF INDIVIDUALS WORKING IN HEALTH AND SOCIAL CARE...............73.1 Monitoring performance.......................................................................................................73.2 Training and development plan in Kent healthcare...............................................................83.3 VARK learning model...........................................................................................................9TASK 4. UNDERSTAND APPROACHES FOR MANAGING PEOPLE WORKING IN HEALTHAND SOCIAL CARE.........................................................................................................................104.1 Theories of leadership.........................................................................................................104.2 managing working relationships.........................................................................................104.3 Influence in own development through management approaches......................................10CONCLUSION...................................................................................................................................11REFERENCES...................................................................................................................................122
INTRODUCTIONThe procedure of recruiting and selecting employees so that they turn in more valuableassets of the firm is known as Human Resource Management (HRM). Bringing off right candidatesto the right job is the most essential activity of human resources. Recruiting, focusing personalneeds of employees, wages and salaries maintenance, beneficial services and incentives,performance evaluation, conflict resolution and creating high level of communication are all suchroles and responsibilities assigned to the human resource managers (Schwalbe, 2013).In the present report, Kent Community Health NHS Trust is a health care system establishedin the UK wherein managers are supposed to recruit band of 5 nurses from overseas. Keeping inmind current legislation structure and culture, the company with no biasness should recruit therequired nurses from outside the nation. Manager must follow the same procedure of recruitmentand selection as they perform within national boundaries.TASK 1. UNDERSTAND PROCESS FOR RECRUITING INDIVIDUALS TOWORK IN HEALTH AND SOCIAL CARE1.1 Factors to be considered while planning for recruitmentWhile recruiting employees in Health and Social Care (HSC) Kent Community, variousfactors must be taken care of:HR requirement: In order to plan effective and well defined human resource recruitmentpolicies and procedures a company must ensure to clearly define the number of vacanciesrequired, available budget and job roles and description for the present job vacancy in thecompany. Before planning for recruitment HR must ensure if present employees could begiven 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 thecompany must be to analyse the job and also roles and responsibilities of the vacancy inorder to plan the recruitment policies and analyse how to develop the same. This stage willhelps the company in selecting the most feasible measure for selecting the competitiveemployee for the business.Personal specification:This stage will involve the following factors:Education: -Educationis one of the most important requirements while performingrecruitment process in any field, especially in case of HSC as educational level ofcandidates plays a significant role (Erhardt, Werbel and Shrader, 2003). Diplomadegree relevant for job in Kent health care is the main requisite in recruitment3
process.Work experience: -It is essential to have work experience for any field beforeapproaching that kind of job. In this case too, for providing service to people inhealth care who are not physically or mentally fit, additional knowledge orexperience of work regarding how to treat patients in different circumstances mustbe acquired by the nurses.Personality: -In order to upgrade mental and physical status of patients in Kenthealth care, charming and smiling nurses are needed to provide them services. Suchcharming and smiling nurses indicate they are service-oriented and keen to servepeople from the bottom of their hearts (Rummler and Brache, 2012). Positiveresponsiveness of nurses towards other team or group members is another importantthing required by them.Confidence: -Though candidates have bulk of knowledge and ideas about healthcare 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 andknowledge.Talent acquisition policies:Here the company will analyse and evaluate the best strategy totarget for attaining a team of skilled and talented team of employees for the current vacancyand according to allocated budget as well.1.2 Influence of legislative and policy framework in recruitment processThere are certain legislative and policy frameworks followed in the UK health cares whilerecruitment and selection process. They are as follows:Sex discrimination act 1995:This act is widely useful and supportive for supporting therecruitment policies of the company. KCHT by implementing the mentioned policy willensure that there is minimum discrimination in the company's policies. It mentions that thecompany provides equal opportunity to male or female applicant.Equality act 2010:This act ensures that the company will give fail and equal employmentand 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 aboutemployment rights and policies. In addition to this the implementation of legislative policieswill 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 with4
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